How to Prevent Employees from Leaving

Employees Leaving Association

How to Prevent Employees from Leaving Your Association

Employees leave their associations for many different reasons – some of these causes are preventable while some of the turnover is inevitable.

While it’s nearly impossible to prevent it entirely, many measures can be taken to reduce employee turnover from crippling your association.  Let’s start by identifying and exploring the four primary causes: 

1. Change in Leadership

Whether directly or indirectly, managers are responsible for 70% of employee engagement variance, according to Gallup.

Employees spend a considerable amount of time adapting to the strategies, priorities, and even manners of their managers and supervisors. When said managers change, employees will have to readapt and deal with a new leader.

This is especially difficult if the new manager has different priorities, or if they restructure the management system in a manner that employees may not appreciate.

How to Prevent

To minimize the effect of change in management, the new manager should invest time and effort to get to know their employees.

Mutual understanding and respect can quickly break the ice and minimize the discomfort of that transitional period. 

2. Heavy Workload

An exceptionally common method of losing a productive employee is to take their productivity for granted.

When managers assume that it’s acceptable to give more tasks to a productive employee without an incentive or a salary increase, they risk burning out their employees. Such an employee will either find no point in being productive or quit altogether.

How to Prevent

Productive employees should always be acknowledged and rewarded.

This not only motivates them to do more but makes it more likely for other team members to do the same. After all, no employee will push further unless they see a reward from it. 

3. Lack of Growth Opportunities

The newer generations are drenched daily through social media about limitations. Senior employees will find it difficult to stay within the association if the fresh hires are receiving the same income. 

If older employees feel that they’ve hit the limit in a company, they’re likely to quit their jobs. According to Gtnux, 46% of employees quit because of a lack of growth opportunities. 

How to Prevent

The primary solution is internal promotion. Not only does it save the association the cost of advertising for external hiring, but it also retains current employees since it opens doors of opportunities in front of them.

4. Inadequate Salary

72% of younger employees disengage with their employer because of the poor salary. This alarming percentage is on the rise even more because of the constant inflation.

How to Prevent

Managers should acknowledge that an increase in salaries greatly contributes to employee retention. Additionally, it’s a financially better deal than hiring new employees. 

The Bottom Line 

Employee turnover isn’t inevitable. While eliminating it is impossible, reducing it to an acceptable range is doable. While leadership changes, heavy workloads, lack of opportunities, and poor salaries can cause a high turnover rate; many preventive methods can be applied.

This includes fostering respect between existing employees and their new manager, rewarding productivity, and offering internal promotions to motivate employees to offer their absolute best day in and day out! 

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