Turnover

Pre-talk:

● Have your thought about leaving your company? Why (not)?● Have a lot of people left your organization? Why (not)?● Why do people generally quit companies?

Picture Talk:

● Which reason would you leave your company for?● Would you add any reasons to this list?

Headline: Why Your Employees Leave in Waves and How to Stop It (Source: Lighthouse)

Article Highlights:

Losing a single employee can cost tens of thousands of dollars, which means a wave of employee turnover can quickly run up costs ranging into the hundreds of thousands. No one can afford that kind of hit financially or to productivity, yet it so commonly happens, causing employee turnover rates for some companies to spike as high as 30-40% annually.

Why Your Employees Leave in Waves

1) We’re social creatures. a. Whatever caused someone to want to look for another job is probably being

experienced by others on your team as well.2) The grass is always greener.

a. Once people are looking, they’ll be enchanted by the attractive pitches they’re receiving and word will spread to their coworkers.

3) Friends are a double-edged sword.a. The Bottom Line: If people recruit their friends to your company, they’ll also draw

them away when they leave.4) Their departure is a wake up call.

a. When someone leaves for another job, it makes everyone else on the team re-evaluate their situation and consider at least looking around. For some, that can mean simply opening one of 20 recruiter emails they get every day.

5) Momentum takes time to build and time to stop.a. Whatever has built up to cause people to consider leaving will take time to turn

around, and until it has been, it will be a source of motivation for employees departing.

How to Stop an Employee Turnover Wave

Note: This works best when it’s a manager or someone in their department doing these things.

HR is much harder to trust in these discussions and someone in the department will better understand the nuances of what and why people bring up issues. A manager or leader will also have more authority to make any changes needed.

1) Assume everyone is leaving and interviewing.a. Don’t take anyone for granted. Invest in listening to and improving things for

everyone on the team.2) Accept the status quo is not working.

a. When multiple team members are leaving, it’s a sign that change is needed. Embrace that mindset.

3) Have open, honest, lengthy one-on-ones.a. Start having one-on-ones with everyone on the team weekly (or biweekly for

large teams) and keep having them so problems never overflow again.4) Listen & show empathy.

a. The one-on-one is all about them. Come with questions and an eagerness to understand their point of view, so you can improve their work situation.

5) Follow through & take action.a. Make sure you take action on everything you can from your discussions. Trust is

very fragile at this stage and must be rebuilt over time by making progress on what’s important to them.

Discussion:

1) Why do people leave in droves (in your own words)?2) What is the impact of water cooler talk?3) Do you think interviewers tell the truth about their company? Why (not)?4) If you left your company and joined another, do you think it would be better? Why

(not)?5) Why isn’t it a good idea to bring family or friends into your company?6) Is it better to work many years in one organization or just a couple?

a. How long should one work at a company? Why?7) Do you think people leaving is like a potential train wreck?8) What should you discuss in your one one ones?

a. What do you do after the meeting?9) Do you assume everyone in your organization/team is leaving? Why (not)?

a. What would be the impact if you did?10) When people leave, what do you do?11) Do you think going out for drinks with team members is important? Why (not)?12) How do you and/or your organization fight turnover?13) Do you think an increase in processes causes turnover or a lack of? Why (not)?