What to do when your employees keep leaving

It’s an all too familiar feeling: one of your valued employees just handed in their notice. While it may seem like an unavoidable part of running a business, employee turnover can be vastly reduced with the right approach. Here we explore the reasons why your employees keep leaving, and what you can do to prevent it in future:

Why do my employees keep leaving?

Employees may choose to leave your company for a number of reasons. There are a few factors known to contribute to a higher volume of resignations…

– You aren’t meeting their needs

Your employees’ wants and needs are a force that changes with time. If you fail to meet their expectations, they may choose to look for other opportunities.

This covers everything from your benefits package to your everyday work environment. If your employees think there’s a better work-life experience to be had, they can’t be blamed for wanting to pursue it.

– They found a better opportunity

The ‘glass ceiling’ effect can be a huge contributor to high staff turnover. If employees feel their skills would be more valued and better rewarded elsewhere, you run the risk of losing them to another employer.

This often happens due to a lack of learning and development opportunities in your business. Ambitious employees want to ascend the career ladder; if they can’t progress with you, they will move on. 

– Your workplace culture isn’t supportive

The working environment has an enormous effect on your employees’ productivity, engagement, and retention. If your workplace culture doesn’t fit their values, or feels intrinsically unsupportive, they won’t stick around for very long.

Junior employees are often the most affected by a lack of support. If they feel undervalued, they may begin to search for a better opportunity. 

How can I reduce employee turnover?

Reducing employee turnover is crucial for promoting the future success of your business. Here are a few actions to take if employees keep leaving your company:

1 – Identify your employees’ wants and needs

Identify your employees’ expectations. Meeting these is a vital part of maintaining workforce engagement, and boosting staff retention. 

Survey your colleagues to assess their wants and needs in working for your company; adapt your HR strategy with these in mind. This may include salary expectations, benefits, flexible working initiatives, or everyday work environment. 

2 – Optimise your Employee Value Proposition (EVP)

Your Employee Value Proposition (EVP) is the list of benefits and incentives given to your employees in return for their hard work. This may include holiday allowance, flexible working initiatives, bonus schemes, or healthcare packages.

Find out which company benefits matter most/least to your employees; adapt your EVP accordingly to promote your most desirable workplace incentives. This will help to keep your workforce happy and engaged in their roles.

3 – Support learning and development in your workforce

Make sure your company provides adequate training and development opportunities for your employees. Progression is important in every career; give your employees the opportunities they crave, or they will start to look elsewhere! 

Hold regular reviews with your colleagues every quarter – use these to discuss their projections and expectations for the future. Ensure management support them in achieving their goals, and developing their professional skills. 

Introducing…

Talos Engage: Boost retention through pulse EVP analysis!

Want to reduce staff turnover, and promote employee engagement? Talos Engage is our gamified solution to EVP optimisation – allowing you to identify and action your employees’ wants and needs.

Goodbye surveys – hello gamified engagement!

Employees simply play the swipe-card game to identify which benefits and values matter to them most. This enables you to create a HR strategy and benefits package that truly resonates with your workforce – boosting engagement and retention.

Discover the easiest way to engage your employees: