Quitting Is Contagious. How You Can Prevent It from Spreading at Your Company
Keep reading for FREE
"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."
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.
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.
We're very social creatures, and we tend to take cues from the people around us. And in a crisis, people are more likely to make their decisions based on what they see the people around them doing, she says.
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.
The solution: Look for ways you can support the employee that's still there. You have to think: "How can I have more of a dialogue with those individuals who might get left behind, and how can I help them adjust to that transition?"
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.
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.
It's important to have conversations about workload--people feel it the most if they're not getting recognition for the extra work they may have taken on, either through title or pay. Be transparent with workers about the backfilling process. If it isn't a priority to fill a vacancy, then be willing to compensate the employees who are picking up the extra slack.
reading habits, gather your
remember what you readand stay ahead of the crowd!
Save time with daily digests
No ads, all content is free
Save ideas & add your own
Get access to the mobile app
4.7 App Rating
“No one can whistle a symphony. It takes a whole orchestra to play it.” - one of my favourite quotes about teasm, by Luccock
MORE LIKE THIS
How Companies Can Push Past Diversity, Equity, and Inclusion Lip Service to Enact Meaningful Change. Get started with these five strategies.