Unmasking the Real Reasons Behind Employee Turnover

Does finding ways to lower turnover attract and retain the right talent keep you up at night?

It should. In this week's newsletter, let's keep it real.

Unmasking the Real Reasons Behind Employee Turnover could stop you from having sleepless nights about this topic.

Hello, LinkedIn community! ??

In this month's newsletter, we're diving deep into a topic that often remains unspoken and unacknowledged: The Real Reasons You Have Turnover That You May Not Want to Admit. Employee turnover can be challenging for any organization, but sometimes, the root causes go beyond what meets the eye. Let's explore some of these hidden factors and discover how addressing them can lead to a more stable and thriving workplace.

1. Poor Management and Leadership: One of the most significant factors contributing to turnover is often the quality of leadership within an organization. Employees don't leave companies; they leave managers. We'll uncover the impact of poor management practices on retention rates and discuss strategies for nurturing strong, supportive leaders. This report is one of the best I've read this season, created by Retail TouchPoints . Go ahead and DOWNLOAD HERE.

Regarding the enigma of high employee turnover rates, one underlying factor emerges as the silent saboteur: poor management and leadership. It's a truth that often goes unspoken but profoundly impacts the retention of valuable talent. In essence, employees don't typically resign from a company; they resign from their managers. In this section, we'll delve deeper into the complexities of this issue, dissecting the consequences of subpar leadership and outlining strategies to cultivate a cadre of robust, supportive leaders.

The Manager-Employee Relationship:

The bond between employees and their immediate supervisors is the linchpin of a productive workplace. Managers are more than just a title; they are entrusted with guiding, motivating, and fostering their team's growth. When strained or dysfunctional, this relationship can sow the seeds of discontent among employees.

The Impact of Poor Leadership:

a. Decreased Employee Morale: Managers who lack essential leadership skills often fail to inspire their teams. This results in decreased morale, leading to disengagement, absenteeism, and turnover.

b. Stifled Professional Growth: A manager's ability to provide constructive feedback, set clear expectations, and offer growth opportunities significantly influences an employee's career trajectory. Inadequate leadership can stifle professional development, prompting employees to seek greener pastures.

c. Communication Breakdowns: Effective communication is a hallmark of good leadership. When managers need help to convey expectations, provide feedback, or listen to their team members, it can lead to misunderstandings, frustration, and a breakdown in trust.

Strategies for Nurturing Strong, Supportive Leaders:

a. Leadership Development Programs: Organizations can invest in leadership development programs that equip managers with the necessary skills, such as effective communication, conflict resolution, and emotional intelligence. I am astounded at how many leaders want to invest in this but then remove funding or think this is a side project that can be treated as such. This should be built into your annual spending; invest in your people and watch them invest in your business.

b. Regular Feedback and Evaluation: Implement a system for regular performance feedback and evaluation for managers. This helps identify areas for improvement and encourages continuous growth.

c. Mentorship and Coaching: Pair less experienced managers with mentors or executive coaches who can provide guidance and help them hone their leadership abilities.

d. Promote a Culture of Accountability: Encourage managers to take ownership of their team's success and hold them accountable for fostering a positive and supportive work environment. We teach leaders a nine-step proven framework that, when used, creates positive accountability. This is trained out in The Positive Effect Workshop. LEARN MORE HERE.

e. Open Channels of Communication:

2. Lack of Growth Opportunities: Employees are likelier to stay when they see a clear path for advancement and professional development. We'll explore how organizations can create opportunities for growth, skill-building, and career progression to retain top talent at the Rise Up Retail Summit on October 10th at 2.30 pm EST. I can't state enough that a weekly touch base and the conversation steered by the manager is not a clear development plan - most employees don't feel they have a clear path when there is an easy solution to this. I'll be talking about this tomorrow at the Rise Up Retail Summit. I will cover development planning and how to implement it. Most leaders need to learn how to craft these. Most leaders I work with think that it is the employee's responsibility and need to recognize that assessing skills and then putting a plan in place to develop them is a skill in itself that most leaders have not yet mastered. SIGN UP AND LEARN MORE HERE

3. Cultural Disconnect: Company culture plays a vital role in retaining employees. When values, beliefs, and behaviors don't align, it can lead to disengagement and, ultimately, departure. We'll delve into the importance of a strong, inclusive, and positive workplace culture in tomorrow's live session. If you are not building positive sentiment daily, it will be difficult to sustain employee retention. Often, I see a total disconnect between leaders and their teams, and there is a clear reason for this. Tomorrow, I'll be diving into this and sharing a formula that can help you combat this immediately.

4. Burnout and Work-Life Balance: The modern work environment often blurs the lines between personal and professional life, increasing the risk of burnout. This may seem obvious; however, even when you think boundaries are in place, they can be lost due to social media and always being connected to our devices. When that email comes through at night, even if you sent it not expecting your team to read it, if sales are poor, they will. When this kind of habit sets in, it truly burns out your team and creates frustration, which is the opposite of satisfaction. Think about this before you shoot off that email or text before at night.

5. Inadequate Communication: Effective communication is the cornerstone of a thriving organization. Even more important than communication is a trait that most leaders lack. It is the secret sauce that, when practiced over time, positively engages teams, and it's called connection. Talking at people all day does nothing. Talking with people means everything.

6. Employee Feedback Ignored: Employees want to be heard, and when their feedback is consistently ignored or undervalued, they may seek opportunities elsewhere. This is huge. Most leaders discount what their team tells them, making judgments based on the HOW they share the feedback versus WHAT is being said.

I find that most organizations make it a Human Resources Function to measure turnover and retention improvements, and actually, it is a result of two major pillars that make up what I call The Positive Engagement Formula; I'll be covering this at tomorrow's Rise Up Retail Summit.

COMING SOON

GET NOTIFIED WHEN THIS BECOMES AVAILABLE HERE

As leaders, it's crucial to confront these often-overlooked factors that contribute to employee turnover. By acknowledging and addressing these issues head-on, we can create workplaces where employees not only stay but thrive.

Let's work together to build stronger, more resilient organizations. ????

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Your engagement is valued and appreciated!

Thank you for being a part of this insightful journey. ??

Warm regards, April Sabral

I was blessed to be FEATURED IN NYWEEKLY and named in the top 23 entrepreneurs for 2023. READ FULL ARTICLE HERE

Leadership & Mindset Coach | Author The Positive Effect | Incurable Positivity

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