Great people leave organisations because (in no particular order);
- they don’t feel valued,
- the commute and business travel requirements impact too heavily on life,
- they don’t like/respect their boss,
- working demands, conditions and environments are poor,
- the business lacks purpose and cause,
- treatment and behaviours are unacceptable.
So fix all of this (your employment ecosystem) and you will fix your retention and productivity issues, and I’ll come on to why you will also fix any attraction issues in a bit! Easy huh! No, not easy at all because many of the processes and tools you can use to identify where these issues exist and in what doses, in order to apply corrective action, are traditionally subjective!
Answer me this! If you were working in an organisation going through major change or overhead reduction, or you felt you were being treated unfairly, plus you have a young family, meaty financial commitments, global travel aspirations, in fact whatever required you to have employment stability and continuity right now; would you tell the truth the whole truth and nothing but the truth when questioned. Some will, but I would argue some won’t…… just in case it comes back on them!
So you may not get a true and consistent picture, and those that really need support and intervention might just be the ones that won’t offer up exactly how they feel or what’s not working well internally. You may be in a situation where people just accept what is making them unhappy and carry on less engaged and less productive.
Then think about this. If you could surface the real reasons why people are either leaving or unproductive, and were able to use this to create an optimal level of engagement via an optimal employment ecosystem, the word will get out!
People will tell people how great it is to work at your company, and you will be able to authentically tell them too!
What do I mean? Basically, by fixing your employment ecosystem you will generate some amazing;
- employer brand messaging,
- EVP components,
- ratings on Glassdoor and Indeed,
- positive brand virility across LinkedIn, Facebook, Twitter etc.
- brand advocates recommending brilliant people to work for you.
All things that are the cornerstone of an optimal attraction strategy. You fix the employment ecosystem, you optimise retention and attraction at the same time!
It doesn’t work the other way around I’m afraid. Upgrading your resourcing strategy to pile people through the front door to a suboptimal employment ecosystem, then hoping they stay and are productive, wastes valuable time, resource and investment
After 20 years in senior resourcing and HR positions, the last two immersed in the psychology of people and retention, I am ideally positioned to provide trusted advice and innovative solutions that go well beyond what has been traditionally available.
Speak soon, I hope.