Suzanne Lucas wrote a great article for Inc: The Employee Data You Should Be Tracking, and it’s great conversation starter around the other side of Employee Engagement. It’s a call to action to start measuring employee turnover data now and there are some really incredible nuggets in here. As much as we want to ensure employees are happy, productive, focused and innovative, as a company we need to accept that sometimes employees leave. When I wrote about on boarding and the honeymoon period, it makes sense to not only encourage constant & consistent check ins, but also staying with your employees during their final weeks.
Check out Suzanne’s article on Inc, but here’s a breakdown of her 5 key points:
- Don’t panic about high percentages – it happens, but if it’s consistently happening in one place (or everywhere) you may have a problem
- Let length of service also factor in – if people are leaving quickly after joining, you may have a problem
- Consider who is losing talent – if everyone is leaving one department, it may be time to talk about different management
- Don’t seek zero turnover, either – places need to adapt and change, and people do too; send them on their way with well wishes and a glowing recommendation
- Start looking at numbers now – do it today
Employees are going to leave, and during that time it’s a great opportunity to facilitate direct feedback on your company and managers. Be sure to send them off with your support, and they just may be calling you in six months. For your company, employee turnover can be a stressful experience for others. People talk, and someone leaving is a hot topic, so be sure to use it as an opportunity to communicate clearly with the broader team about the departure and reiterate the strength of your current team. If the feedback you received was concerning, be sure to use this time to check in with other employees. Opening the line of communication will encourage people to speak up, cultivate change and progress rather than pack their bags. In the meantime, start looking at numbers now, as Suzanne Lucas suggests.