![]() If you’re not open to offering flexible options, your employees may start to begin the search elsewhere and find that other companies are on the ball with flexible working and find this a far more attractive option. Many companies now offer flexible working options such as flexible hours and remote working. Our lives are busy and we want more from a work-life balance. Gone are the days of your typical 9-5 job in the office. LACK OF FLEXIBILITYįlexibility is closely linked with company culture. It’s important you keep an eye on your managers and listen to any feedback from your employees. The only way to remedy this is to ensure you’re recruiting the right managers in the first place or offering training and development where required. Your managers need to be organised, fair, motivating, skilled, approachable, knowledgeable and much, much more! If you’re noticing that employees working under a specific manager are jumping ship, it could be due to the manager’s ability. It requires skill and ability to function as a good manager. A poor company culture will result in miserable and demotivated employees.Īnd so, if your company culture needs work, make steps to do something about it because company culture really is the backbone of your business and if you don’t get it right, it could have a hugely detrimental effect on your employee turnover rate. If you have a good company culture, which your employees like, they will be much happier and as a result more productive. Your work culture will have a strong correlation to your employee happiness. ![]() Your company should have, in place, a recognition scheme and this doesn’t solely feature manager to employee recognition but also peer to peer recognition as well. From a simple ‘thank you’ or ‘well done’ to perks, bonuses and alike. Your employees want to feel that they’re doing a worthwhile job and when warranted, it’s important to recognise this. We’ve written a few articles on reward and recognition and it’s important to re-iterate the importance of recognition when it comes to employee motivation and retention. Whatever the reason, make sure that as a Manager, you’re aware and actively working to solve the issue. ![]() Or, there could be other members of the team who don’t have enough to do and the workload could be better distributed. Or, I could be they don’t understand the tasks and would benefit from a learning and development program. It could be that an employee is spending too much time on a task and there is a more streamlined process. Line Managers need to keep an eye on workload and productivity. ![]() They may have to spend longer hours at work to keep on top of the workload and as a result, the work/life balance can become majorly unbalanced. It’s not uncommon for employees to feel like this on the odd occasion, however, if this becomes part of their daily work life, then it may just become too much. If an employee has too much work on their plate and feels overwhelmed at the sheer amount, it is likely that they will start looking elsewhere for a different opportunity. And so, taking this all into consideration you should be doing everything within your power to reduce employee turnover and this article concentrates on the most common reasons employees decide to leave. You have the advertising costs, the time taken to sift through CV’s and carry-out interviews and then the time spent on induction and training. It takes a lot of time and effort to find the right people for your business and this is particularly apparent when hiring for a small or medium-sized business – Because, essentially, hiring the wrong person will potentially have more of a negative impact on the team in a smaller business.
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