Eric Jacobson

Block The Exit Door

In Company Culture, General Leadership Skills, Leadership Training, Leading By Example, Motivating Employees on December 16, 2009 at 9:12 am

Fifty-five percent of employees plan to change jobs, careers or industries “when the economy recovers,” according to the 2009 Employment Dynamics and Growth Expectations Report.

One in five workers are “highly disengaged,” reports the Corporate Leadership Council.

So, even though the writing may be on the wall come the economic recovery, there are steps a workplace leader can take to help retain employees.

According to Leigh Branham, founder and CEO of Keeping The People Inc. in Overland Park, KS, and as he discussed in “The Thinking Bigger Guide For KC Entrepreneurs” magazine, there are seven primary reasons employees leave:

  1. The job or workplace was not as expected
  2. Mismatch between job and person
  3. Too little coaching and feedback
  4. Too few growth and advancement opportunities
  5. Feeling devalued and unrecognized
  6. Stress from overwork and work-life imbalance
  7. Loss of trust and confidence in senior leaders

Fortunately, even now when budgets are tight, workloads are hefty, and companies have depressed top and bottom lines, leaders can at a minimum address reasons #3, #5 and and #7 without spending money. 

Branham’s firm helps organizations analyze the root causes of employee disengagement and turnover, and then helps them develop and implement employer-of-choice strategies.

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