Are your employees running from your business?

By Bill Murray

April 4, 2019

You have a turnover problem?!?!

“No, we do not, we have no talent in this town.”

“No, we hire the worst people and find out after it is too late”

“Yes, we do, and it is _____ people now a days have no desire to work” – Fill in the blank with anything.

You the LEADER are the reason for a talent problem… ONLY YOU!

There are many reasons for turnover and in working with hundreds of companies in thousands of locations we have come to see the top 9 reasons repeated over and over. Each of which can be fixed with systemic hiring, clarity in onboarding, training and leadership development.

The cost of turnover is high. Turnover summarized here by Forbes: “Off-the-shelf estimates are available, which might set the cost of an entry-level position turning over at 50 percent of salary; mid-level at 125 percent of salary; and senior executive over 200 percent of salary.”

In order to cut down your turnover review the following reasons for turnover and write out a plan for change. If you need help with any of this, Talent Maniacs is here for you. We are experts in recruiting, hiring, onboarding, training, and development. Partner with us and get people results.

Here are our Top 9 reasons for turnover:

1.      The job wasn’t what was expected. I expected to do A and ended up only doing Z. No matter how challenging the job is, the team member needs to know the actual real-life expectations.

          a.      Provide the interviewee the expectations of the position. Be very clear in what is expected during the interview process.

          b.      Add a “Day in the life” overview for each position to be used during the interview process. This allows the potential new hire to understand exactly what they will be doing daily, weekly, monthly

2.      Misalignment of talent with position. Sometimes we are so desperate to hire a body that we do not take the time to align the personality and experience with what we need. Will they be a cultural fit? Do they have the attitude and effort you need in your business?

          a.      Group interviews for customer/client facing positions are excellent because you get to see how the interviewees act within a group of candidates.

          b.      Take the time to find the right person and do not hire a body “to cover X hours because they were available.”

3.      Lack of professional development. Many business owners hear this and say… “it is only a $9.50 an hour position.” (“Or we offer it for our managers”, or “we offer it as needed”, or “they can do it on their own.”)

           a.      You can use existing tools, books, online free courses, to lay out a plan for development for your people. (I do not remember where I learned to develop my teams, however it is in my core). We must tap into our commitment to help others grow, regardless of how long they are with us. Build great people!

          b.      One way to determine how to development them that is less formal and is customized to them is to find out their goals. Become a Leader to them by making them better than you received them. 

4.      There is no constructive feedback for growth: team members need and want feedback. We must be aware of where they are (physically, emotionally, mentally) when giving feedback by tapping into our emotional intelligence.

          a.      Our Teams need to hear positive feedback, catch them doing things right and be specific.

          b.      With areas of improvement always remember, the first time they do something incorrectly it is OUR fault. Be a servant leader, respect them and show them again.

5.      Manager/Leader was a great producer and not a leader. We may have had a great sales person so we make them a manager.

          a.      When we do this, we have to develop them as Leaders. If they do not show the ability or desire to grow themselves and others beyond production, you have a problem.

          b.      Make sure your Managers/Leaders want to grow others, and can hit goals while growing and developing their people.

6.      No growth seen in the role/company: Team members may feel there is no growth, and if there isn’t within your organization show them how the position can prepare and develop them professionally for the big picture.

          a.      My first paid job was in McDonald’s. I knew I would be there 2.5 years until I went to college. They trained me and kept developing me as if I would be a manager one day. This kept me there for the full 2.5 years before I went to college. I knew they invested in making me better.

          b.      We can find out their goals and show them what steps we can take while they are on our team to prepare them for their next step in their life.

7.      Boredom/lack of a challenge. If you were clear with expectations, this should not happen. However, usually it is related to a lack of specific daily expectations in the role.

          a.      Is their a “seal of approval’ in cleaning? Show them what great restocking and cleaning is? Make sure they know all the areas they impact through their work.

          b.      During interviewing, do they take pride in not just the job, but in all the other items they will be doing in their role.

8.      Lack of communication. This is when they feel things happen with no reason. And in 100% of employee surveys of those who stay at the company, communication is still the number one problem.

          a.      Try to be as transparent as possible about the what, why, when, and how.

          b.      Having multiple delivery methods for communicating is ideal – Intranet, email, weekly AMA call, weekly update meeting, newsletter. There are so many systemic steps to make sure communication is not your problem.

9.      Managers do not value feedback – when your ego is so big as a leader you do not hear people.

          a.      Team members want to be heard. Ask everyone for their feedback. Get input and share why you made the decision you made.

          b.      I love when working with CEOs/Owners and I see they have skip level one on ones. This means they talk with the ground level team members about how they are doing in their role and what opportunities they see for improvement. It helps the front line people know someone is listening and it helps the CEO know what is going on from the front line perspective.

What are some of the reasons you see for turnover that we have not listed here? Apply our 5 Mandates of Success to hiring and you will see a significant change in your results.