Bite-sized knowledge
to upgrade
your career

Ideas from books, articles & podcasts.

Check in on morale

If your workers are disengaged and disillusioned, you're basically inviting the resignations that will follow. But quitting contagions still happen at companies where workers are generally happy.

You can set up exit interviews with departing employees--and encourages them to share with existing workers why they're leaving. If it's something that the company can improve on, then leaders know what they need to change.

STASHED IN:

@tucker

created an idea from a article:

INC

Quitting Is Contagious. How You Can Prevent It from Spreading at Your Company

inc.com

MORE IDEAS FROM THE SAME ARTICLE

"The demand for career advancement is very high, and organizations need to provide those opportunities. If they don't, the individual will go and find it elsewhere."

MARY-CLARE RACE

Quitting contagion

This is a real phenomenon--and it doesn't just happen at companies with poor management, low wages, or any other metrics that might entice workers to abandon ship.

Take note of existing office relationships

The friendships we have at work influence us to stay in that place (or to leave). If someone's best friend at work leaves, leaders shouldn't be surprised if that workers resigns next.

Be realistic about workload transferral

When one employee hands in their resignation, other workers inevitably face an increased workload at least temporarily--or more permanently if the employee who departed isn't replaced.

Invest in employees

Employee investments contribute to a positive company culture, and especially in a time when many workers are reevaluating their career choices, upskilling opportunities can make a big difference in retaining them.