Written by Guest Author | May 18, 2015
Have you talked to your recruitment company in Leeds about employee turnover and retention? There’s no organisation that can be complacent about this – it’s an issue even if you think you are doing well, and is a particular danger for small businesses.
There are certain warning signs that staff planning to leave can give off. Spotting them can make all the difference to keeping your team together.
Signs that they’re about to throw in the towel
Past studies on voluntary staff turnover have pinpointed a tendency to disengage from work among those looking to quit.
Has your star worker been making fewer constructive contributions to meetings lately? Do they shy away from commitment to long-term projects? Maybe they don’t seem as eager for that promotion as they used to, or they aren’t talking to you as much at work?
It has also been known for those just one or two months away from quitting to show less concern about keeping supervisors happy, while also being less productive, perhaps only doing just enough work to avoid repercussions.
What you can do to prevent unwanted turnover
However, it isn’t enough just to see that your star employee is restless – you’ll also need to know how to prevent such behaviours arising in the first place.
First of all, you should show your appreciation for your employees’ work, as it is staff who feel appreciated who tend to stick with their employers for longer.
It doesn’t need to be overly complicated or expensive – just ‘thank you’ notes and taking your valued staff members out to lunch from time to time can significantly help.
Nor are employees as likely to quit if they feel that they are truly listened to, and their opinions valued. For this reason, it makes sense to have an ‘open door’ policy of listening to staff concerns with an open mind, and acting on any issues that arise.
Giving sufficient training and development opportunities, too, can help to stop your employees straying towards the exit door. The best people want to feel confident in their job, and they also want to constantly grow and learn. You therefore shouldn’t give them too much good reason to leave in search of a better fit elsewhere.
Even just these basic steps can do so much to turn around a poor staff retention record, especially if yours is a small company.