Modern Day Work Culture

If this stat is true that 68% of employees would leave their company for a comparable offer? It is a question that employers should ask themselves if they care about building a brand that is not only focused on serving customer needs but care about their in house reputation as well.

?Building loyalty, trust and brand awareness is not just client focused. If your employees are unhappy I guarantee you that they are speaking to everyone they know and love about it. ?What is that expression I am thinking about…? Oh right I remember now, it is that “Misery Loves Company”, I see more people these days complaining on social media sites rather than writing rave reviews about their employer.

?This is only my opinion but if an employee leaves his or her place of employment for a comparable offer it is a reflection of a poor work culture because they are leaving for an opportunity that is not going to make much of a difference in his or her life from a financial perspective; and in today’s challenging financial times, this speaks volumes about the work culture. There is definitely an underlining root cause that would motivate an employee to leave for such an offer and I am absolutely certain that those reasons can be analyzed using Smart Goals because there would be specific reasons that would be measurable through an honest survey by asking some very direct questions and expecting answers that may be tough to hear. Only then will the employer be able to conduct a proper assessment in order to evaluate further risk of losing their most valuable assets which should be their people.

?S – SMART

M - MEASURABLE

A - ACTIONABLE

R - RELEVANT

T – TIME BOUND

?So keeping that thought in mind... it would be important to ask yourself the question would more staff at my company leave for that very same reason, if provided with an opportunity? When motives are taken into consideration and a pattern in peoples behavior and decisions can be identified there would be steps that an employer should take that could easily be translated into actionable items. Let's call it a Preventative Maintenance Plan that could be addressed if you are concerned about your employees happiness which should be relevant in today's times especially in candidate driven markets; smart leaders would recognize this and try to create meaningful actionable items to work towards goals that are deliberately set up to address employee concerns in a fair manner, which should be time bound if you really want to drive positive change.

Only problem I foresee in trying to gather an honest opinion today in Exit Interviews or open discussions with current staff is the fear we have instilled in people who have been trained not to speak up for fear of sounding politically incorrect.

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Stephanie Evans

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