You already know the answer: you can’t just pay someone to do a job and expect that’s all they need to stick around. It takes more than that. Besides learning more and more about how to collect good feedback from employees, we’ve learned a lot about how they feel about work culture and what factors affect their decisions to stick with or leave a company.
Our research has shown that a solid 20% of employees who would consider leaving their jobs would do so because they lack opportunities for professional growth. When we asked people what they would consider the primary reason for leaving, we got some candid responses. Here are a few, in their own words:
Think your company might be at risk of losing some key staff to the same kinds of failures? If so, it might be time to think about what you’re doing in your organization to be clear with staff about the opportunities ahead of them. To help bridge the gap, consider these approaches:
If you think all this is a hassle, remember: this is a win for both of you. An employee who knows there is progress to be made and a light to sail toward is one who will be more motivated to get there every single day. And teams full of happy, motivated people get higher customer service scores, higher job satisfaction ratings, and, on a personal note, are simply more fun to work with.