LinkedIn can also be the source for “employee poaching,” say some business owners. Is it true for your company and if so, what can you do to reduce employee turnover?

First, we should recognize that companies have been enticing employees to leave since the beginning of time. Whether it has been a passing of a business card and a whispered, “call me, I might have a position you’d be interested in” or a not so subtle calling of the competition’s top management to see if they would be open to a move; poaching is just part of business.

True, LinkedIn has made the process a little easier, but that doesn’t mean that the problem began with the social network. If an employee is unfulfilled in their current position, it won’t matter how they are contacted.

So the bigger question is how to ensure your employees are loyal to your organization?

We recommend the following process:

  1. Rank your employees. Determine which of your employees are the most valuable to your organization, which are strong workers and which ones are currently struggling. If someone is at the bottom of the ranking and is “stolen” by a competitor, would you really mind?
  2. Foster open conversation. Separate the top of your ranked employees and schedule individual meetings to have a frank discussion. Ask questions such as:
    1. How satisfied are you with your current role?
    2. What new experience or training are you interested in receiving?
    3. Where do you see yourself in the next six months or one year within the company?
    4. What are your ultimate aspirations in business?
    5. What ideas do you have for the company’s growth?
    6. Do you feel like you can share your ideas and they will be respected and acted upon?
  3. Assess the value and loyalty of your mid-ranked employees. Are they loyal to the company or to their manager? If their manager were to leave tomorrow would they be likely to follow closely behind? If so, how loyal is that manager? Where are they ranked on your employee listing?

If an Employee is Open to Leave – Do You Really Want Them?

A loyalty survey conducted by Walker Information indicates that employees who do not feel loyal to the company they work for are at a higher risk of leaving but more importantly, can actually negatively impact the success of the company:

“The number of high-risk employees has increased five percentage points in just two years, topping out at an all-time high of 36 percent this year. This widening gap means there are more employees today working against their companies than supporting them. For employers struggling to improve retention, the consequences of low employee loyalty can be quite significant. As our survey indicates, loyalty affects behavior. Review our findings, and you’ll discover loyal employees are much more likely than their counterparts to execute company strategy, work to make the company successful, and lend a hand when needed. The relationship between employee loyalty and behavior is a powerful indicator of the overall importance of loyalty in the workplace.”

To read the entire report, download this PDF from Walker Information.

Is LinkedIn to Blame?

Bottom line, if your employees are open to moving, they are going to entertain an invitation whether it comes from LinkedIn, through a friend or from a recruiting specialist. As a business leader, your primary recourse is to work continually with your staff to ensure they are loyal to your organization.

Be the place your employees want to work. Create a culture that encourages and rewards employee loyalty. Looking for assistance attracting employees? Contact our recruitment specialists at Creative Sourcing. We work closely with all our clients to help them in hire, retain, promote and reward top talent. Give our recruiting specialists a call. We can help. [773] 296-0167.