Ideas from books, articles & podcasts.
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.
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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.
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.
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.
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.
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How Companies Can Push Past Diversity, Equity, and Inclusion Lip Service to Enact Meaningful Change. Get started with these five strategies.
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