Learning to anticipate your employee’s next move

High turnover can plague your company and stunt its growth.

Unfortunately, it can be difficult to anticipate the reasons an employee decided to leave, and some employee departures might even be a complete blindside. Because there are numerous reasons why employees quit, it’s important to take steps to truly understand your company and your employees.

When you can anticipate your employee’s next move, you’ll not only keep employees you want to keep, but you’ll also begin to understand the shortfalls of your company while there’s time to address them. Learning what your employees value most will also help shape your organization into one of the best places to work.

Start by surveying what employees need and want

One of the first steps you should take in learning to anticipate your employee’s next move is to conduct a brief survey of all your employees who’ve already quit or are in the process of quitting (i.e., those who’ve already put in their notice). Conducting anonymous surveys and/or exit interviews is one way to get raw and honest data on the reasoning behind an employee’s departure. These results will help you narrow down the flaws in how your company relates to your employees.

But don’t stop there. Regularly survey all your employees about their job satisfaction, and don’t forget to promptly analyze and distribute the survey results.

According to Forbes, the top five reasons employees resign are stability, compensation, respect, health benefits, and work/life balance. Make sure to ask questions that center around these important areas.

Finding common problems from different surveys will give your HR department a deeper understanding of why employees are leaving. If used properly, the information will help reduce turnover and improve the efficiency of the organization.

Related Whitepaper: Turnover – The Good, The Bad and The Ugly

Be proactive with difficult-to-fill positions

Being proactive with positions that are deemed hard to fill, such as positions in engineering, sales, and software development, will help reduce turnover and anticipate what your employees want before they put in their notice.

If you’re hiring for one of these positions, start by making an effort to learn a little more about the specific desires of these kinds of workers. When you align your needs with the needs of the talent you’ll be able to find someone who truly fits within your company and will stick around for the long haul.

Learning what your employees value—and then taking care to match those values—will have good and lasting effects on your company culture and on the overall success of your organization.

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