HR Management: Which Employees Are Most-Likely to Quit?
If you need help in retaining talent, an HR study contends there is a way to determine how to anticipate which employees are likely to leave, according to an article in CFODailyNews.com.
The study by eePulse, Inc, the HR software company, contends there are four criteria of employees who are most likely to quit.
The four are:
- Workers aged 41 to 45
- IT and marketing professionals
- Directors and supervisor/managers
- Employees working at companies at average or below average pay
The article suggests monitoring more-closely workers who took on added responsibilities during the downturn. Those employees are more inclined to feel taken for granted. You know what that means. They’ll look for work with your with your competitors.
For possible solutions, here are some key questions for you to consider:
- Have you gauged the attitudes of your employees?
- Have you conducted a wage and compensation study?
- What does your employee-recognition program look like?
- Do you make education and training programs available?
- What training do you provide to upgrade the skills of your managers?
- What have you accomplished to increase sales for better cash flow to reward deserving workers?
Once you have positive answers to these questions, you’ll lessen the likelihood of having to suffer from employee turnover. Notice that most of the challenges to retaining workers is solved by skilled management. It’s important to have great relationships with your workers and to be empathetic with them. Within reason, they need to know that you care about them.
Who wants to lose valuable employees? Especially, losing valuable employees to competitors is not only a human-capital loss, it means a loss in profit. Plus, it results in a marketplace stigma. You want to be known as one of the best places to work.
From the Coach’s Corner, this site’s HR section has dozens of HR-coaching topics.
Here’s a sample:
