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@PeopleSparkHQ … and what to do about it Why your bestemployees leave Why your bestemployees leave
Gallup recently surveyed 7,200 adults who had left a job at some point
… and 54% of them left for the same reason
It wasn’t their pay
It wasn’t their pay It wasn’t boredom
It wasn’t their pay It wasn’t boredom It wasn’t a better job offer
It wasn’t their pay It wasn’t boredom It wasn’t a better job offer It was their manager
So what can you do to prevent your best people from leaving?
We’re glad you asked...
“The survey found that workers feel like they’re given little guidance for understanding what’s expected of them.” Lauren Weber, Wall Street Journal
Employees with managers that helped set their work priorities were much happier and less likely to leave
Here are 6 tips to help your employees set their work priorities:
 Give them S.M.A.R.T. goals S.M.A.R.T. goals are Specific, Measurable, Achievable, Relevant and Time-Bound. Let them know what you need done and by when.
 Tell them why Charlie Munger is Warren Buffett’s right hand man. His driving principle is that everyone must understand why a goal is important before committing to it. He will even go as far as firing managers who delegate goals without first explaining the why.
Charlie Munger Warren Buffett
Don’t wait until the end of the month or quarter to do a formal check-in or one-on-one. Every few days, send a short email asking how they’re progressing and if there’s anything you can do to help.  Check-in every few days
Explain how their goals map to your goals, which map to the overall company goals and objectives. Seeing the bigger picture will give their work meaning and significance.  Show them the bigger picture
No manager works alone and no department should be a silo. Share the goals of your direct reports amongst each other and encourage them to collaborate and assist each other regularly.  Share goals amongst the team
Stretch goals are important, but they should be seen as “in addition to” goals, not “must complete” goals. Reward big stretch goals with an appropriate bonus, like a paid holiday or gift cards as appropriate.  Stretch, but not too much
Give them S.M.A.R.T. goals Tell them why Check-in every few days Show them the bigger picture Share goals amongst the team Stretch, but not too much Here they are again:
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Regular communication was also key to driving high engagement and reducing voluntary attrition
“Gallup found that workers whose managers hold regular meetings are three times more likely to be engaged... Workers said they want to be in contact with bosses on a daily basis, and not just about sales targets or an upcoming presentation: they want their manager to take an interest in their personal lives, too.” Lauren Weber, Wall Street Journal
“Clarity of expectations is perhaps the most basic of employee needs and is vital to performance” Gallup Study Source: http://blogs.wsj.com/atwork/2015/04/02/what-do-workers-want-from-the-boss/
Are you in frequent communication with your team and do you give them guidance on what’s expected of them? Question:
Surveys Ideas & Feedback Insight Request an invite Retain your best people Listen to your employees and reduce voluntary attrition with PeopleSpark - the employee feedback platform.
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