There is nothing more frustrating than finally having the right team in place only to have your top producer give notice.

How many times have we had a client call one of our recruiting specialists at CreativeSourcing saying,

“I feel like I am just training people for the competition.”

As a department manager, it can be a fine line to navigate.  Just how much time, money and effort do you invest in an employee if they’re only going to leave? The key is to understand what their motivating factors are and ensure that each person on your team feels like a valuable cog in the corporate wheel.

Over the years, the recruiters at CreativeSourcing have had countless candidate interviews and in the process have heard plenty of reasons for leaving.  The following are just some of the reasons, in no special order that business leaders should be aware of:

  • No room for advancement. Unlike the Baby Boomers or Silent Generation before them, most professionals today are not looking for the gold watch after 25 years with a single company. In most cases, they see the only way to advance is by moving to another company. The associate gains whatever new skills their current position affords and then they take that knowledge up the ladder to the competition.  Companies who actively work with their associates and communicate the opportunities for advancement are more likely to keep their better workers longer.
  • Lack of training opportunities.  Those associates interested in staying because they enjoy the company and the culture may leave because they feel stale in their current position. Give your employees the opportunity to cross train in different departments, attend workshops outside the company, work on their next level of post-secondary education or serve on a special project. The more opportunities an employee is given to gain knowledge, the more invested they will be in the company’s overall success.
  • Not feeling part of the team. Dedicated employees need to understand their role in the company’s success. If they feel isolated or are unaware of the value they provide, they may be more inclined to seek employment with a company whose inclusive culture feeds that interpersonal need to be part of something bigger.
  • Not a good fit. Often in an effort to fill an opening, a manager will place a person in a position that really isn’t a good fit. Strong managers will understand the importance of having the right person in the right role and will seek out ways to move valued employees into other positions. This is especially true in the case of promoting from within. If the employee is not a good candidate for people management, they have just been promoted to a lose/lose situation. Open lines of communication, training, and mentor programs are great ways to assist people new to their position.
  • Poor manager relations. We have all worked for THAT boss. If the employee doesn’t feel comfortable going to Human Resources or another person that can help, some may just decide to leave rather than endure a daily work environment that is hostile or uncomfortable.
  • Compensation. It goes without saying that some people will leave over the dollar. Successful business leaders understand the importance of sharing “total compensation” information with their employees so that they truly compare one opportunity to another. The new position might offer $10,000 more a year but they would be giving up a company car, expense account or extra paid vacation days. Truthfully, most professionals that leave a company, even if they say it is for the money, leave for another reason as well.  Dig deep to learn the true reason.

If you find that you are losing your strong employees to the competition, the recruiting specialists of CreativeSourcing can help.

We can assist with providing an understanding into the different motivating factors. Young employees just starting out will be far more motivated by actual dollars as they have outstanding college loans and additional expenses that determine their decisions. More experienced employees may be motivated by retirement savings plans, paid vacation and insurance benefit plans. Ambitious professionals will want to have a clear understanding as to the possibilities for training and advancement. Even on day one of their employment they will be looking to see what their next step will be and how long it will take them to achieve a promotion.

Take advantage of our years of experience across a myriad of industries and employment levels to understand why people leave but more importantly how to put the programs in place to keep your best employees.

Looking for guidance? Give the recruiting specialists at CreativeSourcing a call. We can help. [773] 296-0167.