Employee Turnover can be an Opportunity for Growth

All businesses experience turnover, and how you deal with that turnover says a lot about your company culture, values, and adaptability.

It also says a lot about your potential for attracting future employees.

Do you have a problem with retention?

Lots of employers who have turnover issues don’t seem interested in finding the causes behind them. Or, if they do uncover the source, they choose not to do anything about it. And yet when employees leave, these employers are somehow surprised and angry.

They get mad at employees for deserting them, being disloyal, or “using” them as a stepping stone to a better job. In their minds, the anger is justified. And the blame lies squarely on the shoulders of the departed employee.

The final step in this dysfunctional cycle is vilifying the former employee to anyone who will listen. “He wasn’t very good at his job. She was a poor performer. They were bad for the team.”

For frustrated supervisors and managers, bad-mouthing their former employees might feel good for a few minutes. It might even make them feel like they aren’t part of the problem. But it certainly won’t help these organizations solve their long-term turnover issues. In fact, it will do just the opposite.

When a leader takes to badmouthing staff who choose to leave, it can have a major effect on employee morale. If engagement was already low, this added negativity could send it into an all-out free fall. And this isn’t good.  

Taking the wrong perspective

Sometimes, employers seem to think their employees need them, or that they are doing their staff a huge favor by simply employing them.

Internally, this helps justify treating their employees any way they want, regardless of fairness or compassion. It can also justify feeling betrayed when they leave and speaking poorly of them after they’re gone. What these kinds of leaders are missing is that this behavior is stunting their future success.

The truth of the matter is that you need your employees.

Without them, your organization can’t run. You can’t accomplish your goals, make your numbers, or experience growth. Heck, you might not even be able to keep your doors open.

Working to keep your best people

If you want to cultivate a team that is genuinely interested in making your company more successful and attracting the best talent, you need to start by realizing you’re not entitled to your employees. You have to keep winning them over.

Building this kind of culture requires creating an environment where people are:

  • Welcomed
  • Appreciated
  • Valued for their contributions
  • Acknowledged and rewarded for their efforts
  • Asked for their opinions, ideas, and participation
  • Respected as people and not just units of production

If these things aren’t happening in your organization, your turnover issues will never be resolved.

Flipping your mindset

It’s easy to put the blame on “bad” employees who leave, but if you never explore the root causes of your turnover, you’ll never be able to improve it.

If your people are walking out the door on a regular basis, it’s time to find out why. Ask your remaining staff members what they like about working at your organization— and what they don’t. Make your survey quick, easy, and anonymous. And then be open to hearing the truth. Not only will you learn the real reasons people are leaving, you’ll also learn where you can improve as a leader and as a company.

Instead of using your voice to diminish your employees, use their voices to make your business a better place to work.

We help clients throughout the greater LA area identify organizational challenges and put customized solutions in place. From custom benefit programs to commercial insurance to payroll and human resource management, Combined, Inc. has you covered. CONTACT US