Here’s How to Predict Employee Turnover

The bad news? Employee turnover is bound to happen. The good news? You can predict it — that is, if you take the necessary steps. Understanding the reasons behind why employees leave will help you identify opportunities to increase retention for the future.

Here are some telltale signs your employee is about to bounce.

Vocalization

One survey from an employee engagement software company found that 47.4% of exited employees admitted it wouldn’t take much for them to leave. Maybe you’ve asked the employee how long he or she plans to stick around; or maybe they’ve told you their plans without any prompting. Whether it’s a coworker they just can’t stand to be around or a new opportunity with equal or slightly better pay, this employee is a clear flight risk.

Dissatisfaction

If a job isn’t utilizing an employee’s strengths or an employee doesn’t feel challenged, his or her job satisfaction will go down — and, likely, productivity will too. In the abovementioned survey, only 67.7% of exited employees claimed to like their jobs. Yes, everybody needs to make money, but employees also want to make the most of their strengths and skill sets. If they don’t feel like they’re being encouraged to do that, they’ll move on.

Unmet career goals

Each employee has his or her own career goals. In order for employees to stick around long term, they need a clear vision of where or if they fit into the company’s big picture. If there’s no opportunity for upward mobility or career growth, that employee is likely to peace out sooner than later.

Negative team connections

A poor relationship with an immediate supervisor, ineffective team collaboration, and unequally comitted coworkers are just a few of the dynamics that can push an employee out the door. Employees want to feel their strengths are being leveraged. They won’t stay if they feel the people they work with — or for — prevent them from reaching full potential.

Work-life needs

Training and further education show a commitment to an employee’s growth at the company, while a focus on health and well-being demonstrate an investment in an employee’s overall productivity and work-life balance. The previously mentioned survey found that 56% of retained employees felt their employers were willing to invest in them compared to 44.8% of exited employees who felt their employers were not willing to invest in them.

Now you know the red flags. If you’re not already doing something to retain the employees you’ve got, it’s time to start.

You can’t always reverse the damage once it’s done, but you can put steps in place to avoid similar mistakes in the future. Here’s what we recommend:

Collect data

Set up two survey systems — one for employee engagement and one for employee exits. This effort to directly gain insight from employees demonstrates transparency and the intention to improve.

Analyze the data

Still, good intentions aren’t good enough. The data you collect won’t make a difference if you don’t act on it. Examine the information you collect and determine patterns and trends — these are your opportunities for improvement.

Need help connecting the dots as you implement an employee engagement program? Collecting and analyzing workforce data is our specialty. Call our Plattsburgh Headquarters today at 518.562.4673.

By | 2018-05-02T14:53:47+00:00 May 2nd, 2018|Employers, News, Uncategorized|