According to the DOL employees leaving jobs is at the highest rate it has been in nine years. The reason employees are leaving…it’s not compensation. The number one reason employees report they left a previous job is lack of opportunities for advancement. The second and third reasons:
- A lack of work-life balance
There are some deal breakers, aspects of a job that would make employee leave, the top five:
- The boss doesn’t trust or empower you.
- Being expected to work or answer emails on sick days, vacation time and/or after work.
- Management that “passes the buck” when things don’t go as planned.
- Work not being flexible with regard to family responsibilities.
- Not getting along with co-workers.
Some annoyances, not quite deal breakers, the top four:
- Management being less aware of the industry than you or your team.
- A lack of recognition for a job well done.
- Co-workers being promoted faster than you.
- Subpar benefits.
In an effort to find out how we are doing, exit interviews will begin to be sent out to employees who resign/retire on June 1, 2016. Once the information begins to be returned quarterly reports will be generated and reviewed. This will be a great tool to help us, CFAES, learn the top reasons employees leave our college and departments.
HRMorning.com, “Employees laving jobs at the highest rate in nine years – here’s why”, by Tim Gould, February 10, 2016
We all spend quite a bit of time at work. This may lead us to be discouraged, disappointed and depressed. There are things we can do that are mostly free to make our culture more enjoyable, rewarding and fun.
Please like to be compensated for a job well done, however that is not always possible. One thing people also like is to be recognized.
Create/implement an “Employee of the Month” celebration or suggest to managers to personally interact with each of their direct report employees on a weekly or daily basis, this may improve morale and motivate the workforce and won’t cost much, if anything.
Managers may also send a personalized email or hand written note recognizing the employee for the great work being completed.
Sometimes taking a team off site for a team building outing is a great way to strengthen bonds, improve morale, and blow off a little steam.
This could be done as a retreat, after work sports games (e.g. soccer), sponsored Friday pizza parties, birthday celebrations (a cake per month goes a long way.)
A little friendly competition goes a long way. People naturally work harder when they know they are competing against someone else.
Offering continuing education is another way to improve workplace culture.
Holding brief meetings is a great way to give updates, distribute important information and a great way to get team members engaged.
- The supervisor gave directive, made a direct request or order
- The employee received and understood the directions
- The employee refused to comply through action or noncompliance
Remember to work with Elayne and our OHR Employee/Labor Relations Consultant when the question of insubordination comes up.
HR Magazine, “Do Insubordinate Employees Deserve a Second Chance?”, by Allen Smith, JD, February 2016