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4 Reasons Why Your Best Employees Leave for New Opportunities

Keep good people for the long term by helping them on their career paths, offering profit sharing and promoting from within.

Andre Lavoie

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Meet Mary. She’s a motivated, hardworking employee. Mary’s been with her current company for more than three years. She loves her job and her co-workers and feels like she’s paid fairly and receives great benefits. But Mary’s still looking for a new job with a new company.

What’s scary for a lot of employers is that Mary is not alone. An October 2015 Gallup poll of more than 13 000 employees found that the last time respondents changed roles in their career, 93 percent also changed employers.

Considering this, many employers are desperately trying to figure out why so many employees are leaving.

We-recommend-tickWe recommend: Treat Your Employees Well – They Are Your Best Brand Ambassadors

Employee retention is no longer only about making employees happy in the present – employers also have to consider their satisfaction with the future.

Here are three reasons employees feel they need to leave a company and how to make them want to stick around:

1. Employers are not helping them define their career path

A 2015 report from LinkedIn surveyed more than 10,500 workers who had changed jobs and found that 59 percent of respondents did so because of better opportunities and a stronger career path. For a bit of perspective, only 54 percent took a new job because the compensation was better.

For employees, the ability to grow and continue on their career path is extremely important. They’re waiting for employers to show them how they can do that within their current company.

To help employees define their career paths, ask them where they need assistance.

Everybody has their own goals and expectations for their career and, unless employers discuss this with their employees, it’s near impossible to be a part of that growth.

Start a dialogue with each employee about what they’d like to be doing in five, 10 and 15 years. Find out what skills they want to acquire or sharpen, and tell them which they need to be successful. Then develop a plan and keep track of their progress.

Most importantly, give them the tools they’ll need. Offer leadership training, work experience in a variety of departments and mentorship programmes as ways to invest in an employee’s future.

This will help employees meet their professional goals, and help employers retain well-trained, high-performing talent.

2. Employees’ success is not tied to the company’s success

Everybody likes to know that the work they do impacts their company. However, most employees are compensated for their performance, not how they affect the company’s success. They are part of the process, not the result.

Giving employees stock options or shares of the profits rewards them for how their work has improved the company as a whole. It makes them feel like a more integral part of the organisation, instead of just a cog in the machine.

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Receiving profit-shares or company stocks strengthens the relationship employers have with their employees. It tells them that employers recognise that the company’s future relies on them as much as it does on the founders or the CEO.

3. Employers don’t promote from within

In the Global Recruiting Trends 2016 report from LinkedIn, 32 percent of the 3,800 talent acquisition professionals surveyed said employee retention was a top priority for their organisation.

Surprisingly, internal hires was only a priority for 12 percent. So it’s no wonder that the vast majority of employees feel the need to leave their company to advance when so few organisations are focusing on their current employees to fill workforce holes.

If a new management position is available, don’t go running straight to the job boards to find a candidate. Turn to current employees.

Even if they don’t have all of the necessary skills and experience right now, they do understand how the company works and what their co-workers want and expect from a superior. These are important insights it can take an outsider months to understand.

The other benefit of promoting a high performer to a new position is that employers control how fast the transition is.

This way, employers can ease them into new responsibilities and out of old ones at a pace that allows them to get their bearings in the new role. This chain of promotion that ensues is less jarring to the company.

For example, if Mary is promoted, she’ll still be in the office to train Jeff, the employee the company promoted to fill Mary’s old job.

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Jeff, in turn, can offer guidance to Ken, who’ll now be performing Jeff’s previous duties – and so on. Less time and resources can be spent on training outside employees and, as issues arise in the future, there is an expert on hand to help.

 

This article was originally posted here on Entrepreneur.com.

Andre Lavoie is the CEO of ClearCompany, the first talent-alignment platform that aims to bridge the gap between talent management and business strategy by contextualizing employees’ work around a company’s vision and goals.

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Why Your Employees’ Health Is Your SME’s Wealth

Absenteeism costs R16 billion annually, according to Stats SA. That’s a lot more than it costs to sign up for a group offering that is specifically designed for small to medium enterprises.

Fedhealth

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Fedhealth’s Commercial Executive, Michelle Morton explains the importance of group health cover to keep your SME’s pulse strong.

1. Why is it important for a SME to care about the health of its employees?

First, when an employee in a critical role within the SME falls ill, there’s often nobody else to fill the skills void created by his or her absence. This can have a detrimental effect on the daily operations and business output.

Second, offering sound medical aid may attract and retain the right talent to the business.

Third, choosing a medical aid like Fedhealth, which places a big emphasis on preventative health and wellness, can also assist the SME owner in cultivating a healthy culture in the workplace.

Related: Fedhealth Brings Healthy Benefits to your Staff

2. What should business owners consider when looking for a group medical plan?

Apart from factors like affordability, a good reputation, and ability to pay claims, look for schemes that offer value-added services, such as wellness days where staff can undergo crucial health screenings, and programmes to address specific health issues.

3. What are the top health concerns for today’s workforce?

Back and neck pain are second to headaches when it comes to painful conditions affecting humans — especially office workers, who are often desk-bound for hours on end. Fedhealth offers qualifying members a 12-week Conservative Back and Neck Rehabilitation programme to help correct the problem through exercise and behaviour.

Diabetes and hypertension are also on the rise, while some employees face HIV/Aids, weight issues or struggle to quit smoking. Fedhealth provides assistance for all these diseases and health concerns.

4. How will the employees benefit from working for a company with a great group medical plan?

I believe it makes the business a more attractive place of work for employees, as medical aid is a much-needed benefit and costly if one has to pay for it out of one’s own pocket.

Related: Why Fedhealth Believes In The Power Of The SMME Sector

5. Please explain the importance of the SOS Corporate Wellness benefit

The Sisters-on-Site service (SOS Corporate Wellness) is a value-add as it brings basic healthcare to the office. This means that staff can regularly see a qualified nursing sister at their place of work for minor health issues, instead of having to take time off work to visit the doctor or clinic.

Employees build a rapport with the sister, as they see her on a frequent basis. Through the SOS Corporate Wellness benefit, they can also conduct important health screenings that might flag serious health issues of which the employees might be unaware. Sisters-on-Site can also facilitate monthly health themes to raise employee awareness on issues like breast cancer.

 

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Why HR Legislation Compliance Can Curb Business Failure

Don’t let your business reputation get dented due to non-compliance.

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HR Legislation Compliance

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Millennium Support Services is designed to afford all business enterprises the opportunity to have Human Capital Management for their business.

“It is just unfortunate that non-compliance is exactly that “non-compliance” and most small businesses reputation gets dented or even fully destroyed, in the event that they are being accused of non-compliance by employees and statutory bodies” says Sharon Tshabalala CEO of MSS.

“Small businesses have no resources yet at the same time are not exempted from compliance. So, through the use of technology we are able to provide easily accessible HR services across the board.”

Related: Human Resources Management Demystified

Millennium Support Services provides businesses with exclusive distinctions of its service, so that you can ensure that your business remains compliant.

Human Resource Policies

human-resource-policies

The advantage it has over other online HRM systems is that it offers online access to Human Resource policies based on approved legislative framework.

1Independent Representation

In cases where disciplinary proceedings have to be under taken, an independent chairperson will be made available. When disputes have been escalated to the CCMA, a Labour Relations Expert will represent the employer.

2Disciplinary Policy

The primary purpose of discipline is to encourage employees to correct their conduct and/or discourage employees from breaching standards of conduct. Depending on the nature of the breach, there are five forms of disciplinary sanctions taken against employees – either formal or informal.

Namely: Verbal Warning, Written Warning, Final Written Warning, Suspension of Salary and finally Dismissal.

3Grievance Policy

The purpose of this policy is to give guidance and to provide a framework on how to raise and deal with grievances effectively at the earliest possible stage. There are three types of Grievance which have an informal/formal procedure.

Namely: Mild Grievance, Serious Grievance and Sensitive Grievance.

Related: Is Leveraging Your Resources Getting The Job Done Properly?

4Occupational Help Policy

The purpose of this policy is to establish minimum standards and requirements of occupational health and safety for the corporation in order to reduce the risk by:

  • Identifying hazards and possible risks causing incidents and accidents,
  • Setting standards of practice, procedures and accountability,
  • Measuring performance against standards, Evaluating compliance with standards,
  • Correcting deficiencies, deviations, and set standards of procedures to be followed,
  • Creating and maintaining a healthy and a safe work environment.

HR management is a specialist field, with many laws and regulations to navigate. If you don’t have a background in this field and can’t afford to hire a full-time HR specialist, consider outsourcing this function.

Millennium Support Services – Human Capital Management made easy.

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Will A Strike Cripple Your Business?

Strikes can cause a drop in productivity; ensure you have a staffing solution to see you through uncertain times.

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Strikes can cause a drop in productivity; ensure you have a staffing solution to see you through uncertain times.

South Africa’s economy has become very competitive and losing business to a competitor could be a serious blow. When employees strike, your business is likely to lose money due to delayed services and lost production time.

Businesses with advanced strike management policies and planning in place have a higher success rate in avoiding potential losses due to strikes. Workforce Staffing is a staffing partner that protects your Return on Human Investment during these challenging circumstances.    

Related: Finding Your Staffing Partner

Do you have a Strike Contingency Plan?

When 400 staff members unexpectedly decide to strike at dawn, you need a staffing partner that will arrange for capable and reliable staff members to take their place, that same day.

You will need:

  • A reputable staffing provider that knows how to liaise with authorities to establish a safe production environment for your staff.
  • Legal assistance in organising interdicts and disciplinary hearings, making sure you follow due process to shorten the strike period as much as possible.
  • Experienced hands in successful contingency planning and efficiency to keep your business productive even during industrial.

One of the biggest concerns for businesses is the amount of time and money that’s squandered due to absenteeism when employees strike.

Barend Matthee, Northern Cape Regional Director for Workforce Staffing, explains that using contract workers for a project will allow for cost-savings as workers will only be paid for the duration of the project. The principle of “no work, no pay” will apply.

“Optimisation of contract workers through Workforce Staffing’s understanding of various on-boarding processes, including medicals, inductions, etc., allow for quick turnaround times on replacement staff, as well as the opportunity for contract workers to be circulated to various other clients or tasks,” notes Matthee.

Related:Organisational Behaviour Expert Siphiwe Moyo’s Insights Into Keeping Your Employee’s Motivated

This holistic approach allows for good time- and resource management on projects.

Outsourcing staff also provides you with a temporary workforce that has the required skills and experience to meet your company’s changing needs.

An expert staffing provider will ensure that your projects are fully-staffed and up-and-running within a short space of time, saving both time and money. 

Workforce Staffing calms the storm with its: 

  • Critical experience in striking situations
  • Solid infrastructure and resources, mitigating your risk
  • Legal consultation on processes and services
  • Logistics management like transport, labour, compliance, worker induction and contingency sites
  • Provision of ongoing labour to maintain your service levels
  • Facilitation of continuous communication between all stakeholders

Workforce Staffing has the experience and infrastructure to mitigate your risk:

  • Receive Support from its NATIONAL BRANCH NETWORK
  • Enjoy HR AND IR INDUSTRY SPECIALISTS expertise
  • Receive a CONTINGENCY WORKFORCE quickly and effectively

Contact them today to retain maximum productivity. 

087 135 8888  |  info@workforce.co.za  |  www.workforcestaffing.co.za

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