Have you ever consider the validity of these reasons? Maybe these are the politically correct, benign answers that get them out the door without an in-depth discussion, but have nothing to do with the truth. Besides, at this point they have psychologically "checked out" and the last thing they want to do is engage you, their boss, in a bucket dump of why they are really leaving.
In company after company that I work with, when I interview employees I tend to hear the same things over and over; my boss never ask for my input, it seems that nobody really cares about me or my job, the environment is haphazard and we really don't have a leader, I feel like I know more about our customers and the business than my boss, I'm frustrated by the fact that management isn't concerned with the challenges I face every day, yet I have ideas that would make my job more efficient and the customer experience better, I contribute more to this company than my boss, yet make way less than he/she, I see no path for advancement and am not challenged anymore.
When you consider the cost of loosing a key employee, doesn't it make sense to be more in tune to your employees and be proactive in addressing job satisfaction, than reactive when it is too late?
Simply stated, happy, engaged employees don't leave.
One of the most effective methods to address the challenge of employee retention is to first evaluate the temperament of your employees utilizing the Keirsey Temperament Sorter II(available under the Keirsey KTS II tab), to gain insight into what makes them tick. How do they perceive and interact with the world around them?
It is also important for those in leadership positions to be evaluated and then the entire division can be mapped in a way that gives a clear picture of the various temperaments that comprise the team and how a better understanding of everyone's temperament in the context of team dynamics, can help immensely.
Employees are much more receptive to objective data rather than the subjective opinions of others. Objective data presents the opportunity for meaningful discussions about employee job satisfaction requirements, and when evaluating employees to make sure they are in the right position within the organization.
If you can gain insight into your employees through a test taken by more than 40 million individuals, utilized by academic institutions like the Wharton School , the US Army and many of the Fortune 500 companies, and prevent key employees from walking out the door, why wouldn't you?
The cost to evaluate your team is far less than both the financial and organizational cost when one of your employees leaves for greener pastures.
Be proactive in keeping your employees happy and satisfied with their work. Don't wait until the exit interview when they won't disclose the real reason for leaving because you lost then long before they actually decided to leave.
Contact us to start your employee evaluations and set a team strategy that will help reduce the amount of turnover you experience in your business, and save you tens of thousands of dollars in expenses incurred when an employee leaves.