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Employees Quit – Here’s Why:

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Employee turnover sets every business back for a number of reasons – it’s expensive, but it’s also disruptive to regular operations for the business.

 

Avoid employee turnover by first discovering why employees are leaving – what’s the cause for rapid quitting and can be it changed? Act on those changes that can in the future prevent quitting.

 

On average, the reason employees quit isn’t just for a higher pay. There’s employees all over the world working for less pay because it’s a job they love. Pay rate matters, but it’s not everything.  Seek out the real reasons the employees quit.

Here’s a few reasons we see employees quit:

  1. Boss doesn’t trust his/ her employees

When hiring new employees it is essential to hire people you can trust, in and out of the office. Hiring employees that you can trust creates a value to the relationship and work that is to be completed. When employers can’t trust their employees- everyone is miserable. Employees are hired to do their job, so it’s best once trained that they do theirs, and the boss do his/ hers.

  1. No real time off

As humans we often forget or flat out avoid that reality that we need rest to survive. It’s no wonder in American culture the rate of employees quitting is high – we’d bet mostly from burnout and employees never really having time off work.  Ensure employees receive ample time off each year and reduce the risk of burnout and quitting.

  1. Poison work environment/ co-workers

Half the battle of hiring is finding not only the correct talent, but a good fit for the culture of your business. Apart from the skills needed to perform the job- what type of person would you want working on your backline or serving the front-of-house? Be sure to include those characteristics on the job description as well. Let each interviewee know the style of establishment and how the current employees act. Ensuring the work environment is a good fit for each hire reduces quick quitting.

  1. Lack of flexibility

Balance is key to success with employees – without the ability for employees to take the needed time off for family and personal events, they will quit. Plain and simple, people need to feel like their job enables flexibility.

 

Firing for Cultural Fit

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©istock.com/rtmstock
©istock.com/rtmstock

 

It is tough to admit, but in reality, team members hired day one are not always the right people to grow your business to the next level.  Sometimes these people are not ideal fits for “fast growth culture” writes Ilan Mochari for Inc.com.  Other times the vision of a company is redefined or the needs shift.  Hiring for cultural fit is common practice, firing is necessary as well.  Mochari offers 3 great tips for firing an employee who is not a cultural fit:

 

Tip 1: Systemize the culture throughout your organization.

Mochari points out in the beginning of his article that if cultural mismatch is the main reason for firing, you must have quantifiable reasons for the mismatch.  Vague answers such as ‘This isn’t a good fit’ or ‘This is not going to work out” are not strong.  If you “codify cultural fit into your human resources processes” you will have something tangible; you will have clarified what it means to be a fit for the company.  In the long run, this will give you firm ground to stand on if you have to let someone go.

 

Tip 2: Draw attention to the long-term success of the employee.

Firing a hard working employee is not ideal.  But, if you emphasize that they will be happier elsewhere, it will make the blow more bearable.  Often times the employee will be grateful for their termination as they will realize they can be more successful, and ultimately happy in a different environment.

 

Tip 3: Help the employee search for a better job.

After dismissing and employee, ignite an enthusiasm to search for a better job by helping them find a better position.  Though it may sound odd, it is a common practice.  Mochari quotes a recent poll by SmartBlog which found, “a whopping 67.5 percent of business leaders help by making introductions or offering guidance”.  In return, you may see long-term effects of improved retention practices as current and former employees may be less hesitant to speak out about dissatisfactions.