It can be very frustrating to have talented employees leave your organization. It’s likely that you’ve invested a lot of time and money in them, which means you will lose productivity, revenue, and reputation if they walk away from their jobs.
There are a lot of reasons that employees quit their jobs. But, if you’re looking to improve your retention rates and work culture, it’s essential to understand what drives people away so that you can prevent it in the future.
Here are some of the main reasons why employees leave an organization, and actions you can take to prevent high turnover and raise retention rates.
Poor Onboarding Experience
In general, employers should improve their onboarding process to make new hires feel more welcome at work. The next step would be ensuring that employees know exactly what they’re supposed to do as soon as they start working at an organization so they don’t feel like they’re lost or confused about what’s expected from them during their first days/weeks on the job.
An onboarding experience that includes an in depth look at who they are and how they work (and play) can help a new employee start off with improved self-awareness. It can also signal that your organization values each person and seeks to empower them based on their behavioral preferences.
At the early stages of a new employee’s career with your organization, an HR manager can use DISC Assessments to help each team member best incorporate the new members. And the DISC assessment can also be used by managers and trainers to adapt orientation and learning processes to the tendencies and preferences of the new employee.
Lack of Growth Opportunities
Some people might be frustrated with a lack of growth opportunities at the company or not feel like they’re valued by management.
Not every company or organization has internal opportunities for promotion from within. But every organization has the opportunity to provide growth opportunities for team members.
HR professionals can use the DISC Assessment to identify growth goals with each employee, based on their own values. Growth goals that overlap with organizational and job needs can then be connected to the employee’s work assignments.
Even if there is not an advancement opportunity within the organization for the employee, providing them with growth experiences will increase retainment by giving them a reason to stay longer. And growth opportunities that are tied to their own personal behavioral profile will be much more effective in providing that motivation to stay longer.
Ineffective Communication
Employees who leave companies often state that poor communication was a major factor in their departure. Yet executives and managers in companies often work very hard to provide clear communication about company priorities, goals, and any changes that occur. And yet that communication can be ineffective if it is not being offered in ways that make sense to all team members.
Effective communication doesn’t happen by accident. It requires an awareness of how employees communicate, and what they value. A well-written email that does not connect with an employee’s values or personal goals may be ignored. A presentation in a zoom meeting that does not take into account the diverse dimensions of human personality may not create interest.
Managers can use the DISC Assessment to create internal communication plans that are customized to the communication styles of team members.
For example, a company is planning to scale up by hiring new employees. The message to current employees could emphasize problems and challenges that the new employees will help address (Dominant). Then it might focus on specific people and their relationships with the new employees (Influence). It could then focus on how current best practices will remain consistent, and be passed on to the new people (Steadiness). Finally, it could address the procedures for hiring and onboarding (Conscientious).
Employees who are not confused are more likely to stick around and help you succeed because they understand the plan and their role in it.
You can move to higher retention rates.
You can move to higher retention rates
Higher retention rates are possible. But raising retention rates starts with a deeper understanding of what makes people tick. The DISC Assessment can help HR Professionals, executives, and managers to create effective onboarding experiences, growth opportunities, and communication methods that keep employees around longer.
