Just because everyone is showing up to work doesn’t mean they are happy and productive. A CIO article from last week discusses some of the findings from the CEB’s Global Talent Monitor report, and coins this new-to-us phrase, “quitting in their seats.”
It’s as bad as it sounds. Essentially, the report found that while employees plan to stay in their current role for at least another year, they’re not happy, engaged, productive or performing to the best of their abilities. There are many reasons why employees would delay leaving their jobs. Here are just a few.
- They are waiting for the perfect job opportunity to come along, and they’ve already decided it’s not with your company.
- They know they’re leaving, but are waiting to put in their two weeks until after they receive that last bonus.
- They are staying long enough to use up their earned paid time off… on your company dollar.
- They have realized they can do less work and still receive the same paycheck. And chances are, they’re encouraging co-workers to do the same.
- The economy is still uncertain and a paycheck is still a paycheck.
- They want to see a particular project through to fruition, most likely just as a resume booster.
- They have a side gig but just haven’t made the leap to do it full time yet.
- They are taking advantage of networking opportunities, education opportunities basically , any kind of opportunities on your dime
Stop and take mental stock of your employees. Have you noticed a change in any of your usual high-performers? How about your tried-and-true, long-tenured staff? If your regulars have stopped asking questions during company meetings, if your survey response rate has been on the decline or even if you’re noticing less interaction in the company breakroom, it’s probably time to do a culture check-up. While chances are you won’t be able to save them all, it’s never a bad time to re-vamp your strategy.
Here are five things that low-turnover companies do to ensure more engaged, loyal employees.
- Make sure your online presence is reflective of your company culture. Candidates who understand your goals and values – and are attracted to you because of them – turn into employees that help put them into practice.
- Take the guesswork out of determining employee happiness by starting an engagement program. If you make it a formal part of your culture, low employee engagement will be a thing of the past.
- Don’t assume that employees realize and will unlock their own potential. Turn your managers into coaches, and ensure they help individual employees envision a path for advancement. Otherwise, you’ll spend all that time training, developing and grooming employees to be stars at their new jobs.
- Create a culture of teamwork to drive loyalty, camaraderie and engagement. There’s strength in numbers and employees that feel like they’re part of a team will feel a sense of belonging.
- Don’t let the inevitable take you off course. When employees leave, do your best to understand why, and make sure it doesn’t happen to someone else. Fix problems before they become epidemics.