How To Keep Your Best Employees From Departing

Key questions to ask to keep employees from disengaging

When it comes to employee engagement, many employers are talking a good game. Indeed, the phrase has become popular among corporate leaders. But are companies actually moving the needle?

 

A Gallup report from a few years ago estimated that US businesses lose between $450 and $550 billion per year due to poor employee engagement. And that’s not million – as the mathematically-challenged Dr. Evil might have suggested in Austin Powers – but billion.
 
Part of that cost is having to replace talented workers who leave for other opportunities. Too many employers are turning “happy campers” into job seekers, according to employee engagement authority David Lee.
 
Employee engagement has been shown to provide various strategic benefits, including:
 

 
Unfortunately, organizations too often are falling short with their employees. But they can take steps to create a more positive work experience that keeps their A-list employees aboard.
 
For starters, do with your employees what you do with your customers, Lee suggests. Most companies don’t do this even though human capital is their number one asset. Just as every decision you make matters with your brand, Lee notes that the same holds true with your employees. Every interaction with supervisors matters.
 
In this competitive job market, it’s more important than ever for employers to create a work experience that top talent wants to be a part of. So here are some key questions to ask to keep employees from disengaging:
 

 
Only by answering these questions and addressing them can employers ensure that productive workers do not feel taken for granted.
 
And with younger employees becoming a higher percentage of the workforce, this is especially problematic. Younger employees are not as willing to “suck it up,” and are more willing to leave, said Lee.
 
But with employees of any age, organizations hurt their bottom line even when employees don’t depart. This is because poor engagement can lead to a team where people are showing up at work, but aren’t inspired to do a great job.
 
Acknowledging the low unemployment rate, Lee noted, “It’s clear we’re getting the bodies in the door, but we’re not connecting with their hearts and minds.”
 
For instance, the number one thing employees want from their managers is straightforward feedback. However, HR has found this is the skill most lacking in managers.
 
But connecting with your employees and making them feel appreciated can go a long way. Stay interviews –one-on-one interviews between managers and valued employees – are vital to learn both what these employees enjoy and what is frustrating them. Stay interviews are a great way to help employers improve their employee retention efforts before it’s too late.
 
To download a free report on retaining top talent, visit XpertHR.