In the past decade, as the economy has improved, voluntary turnover has increased from about 17% to 27% of the workforce. On average, over 1 in 4 employees are walking out the door.
Category: Retention Tips for Managers
Wouldn’t it be nice to know in advance that one of your employees is considering leaving? The labor market is stronger than ever for workers who want to boost their pay or score their dream job.
Are you worried that your top sales rep is seeking greener pastures? Earlier this year, a report from TinyPulse revealed that over 40% of employees would leave their current positions for a pay boost of 10%.
In a perfect world, our superstar employees would stay with the team forever. We all know that doesn’t happen.
Businesses spend a lot of time worrying about keeping the sale pipeline full. Can you say that you spend an equal amount of time thinking about and developing current staff members for leadership roles?
It’s easy to justify departures by blaming the booming economy. After all, this could be an employee’s chance snag that dream job. But, there could be a more ominous reason for turnover at your company.
It’s that holiday time of the year. I’m not talking about how to hire help in advance of the busy season. This post is about how to stop the exodus of employees that happens after the new calendar year starts.
Maybe you’ve been told that you need to provide your team members with more real challenges. In turn, they’ll reward you by working hard and being loyal.
You might be inclined to think that once an employee’s performing well at a job, you should leave well enough alone. Wrong! Your employees are counting on you to help them develop goals.
As a manager, one of your most crucial tasks is to develop your employees. Part of that development means delegating responsibilities.
As a leader, it’s your job to maintain the work culture that you and others have carefully crafted. If you want your employees to be motivated and engaged, you have to take action when an employee grossly violates your company's values