Are you sitting down? We hope so, because here are two statistics that might just floor you.
- 52% of voluntarily exiting employees say their manager could have done something to prevent them from leaving their job.
- Over HALF of exiting employees say in the last three months before they left, neither their manager nor any other leader spoke with them about their job satisfaction or future with the organization.
Bad news: Disengaged employees are quitting
Let’s break this down. More than half of people who quit their jobs might have stayed if their manager had been more engaged and skilled. That’s an expensive “oops,” since the average cost per hire is $4,700; 15% of HR expenses go towards recruitment; and it typically takes 36 to 42 days to fill a position.
Equally alarming is the three-month (at least!) black hole of communication from managers or leaders. It’s shocking—and it totally explains why top employees are fleeing. Companies that aren’t thoughtful and intentional about making people feel valued, supported, and engaged at work are at risk of struggling, or worse.
Good news: Engaging employees is easy
Grim research aside, it’s not complicated or difficult for managers and supervisors to keep teams motivated and happy. Fundamentally, it comes down to tuning in and noticing the people around you. Whether it’s during a regularly scheduled one-on-one feedback session (which we highly recommend) or during a casual conversation on the floor or in the lunchroom (which we also recommend), managers must take time to both share observations and ask questions.
Here are some ideas to get you started.
Observations
Pro-tip: Use the “BIT” framework to give feedback that pinpoints the behavior you want to address, explain the impact it has on your business, and communicate what your expectations are moving forward.
- “I noticed you double-checking the customer’s order, including the quantities being shipped. That helps build our reputation as a reliable, trustworthy company. Thank you!”
- “I noticed you show up on time every day and always smile at the customers. As a result, customers feel comfortable coming into the store and asking more questions. Thank you. I appreciate you.”
Coaching questions
Pro-tip: Ask questions, actively listen, and invite feedback to quickly connect with, learn about, and celebrate your people. Employees will feel proud to work for a leader and a company they respect.
- What were your top accomplishments in the last two weeks?
- What are you most excited about working on right now?
- How do you feel about the new project?
- Are we giving you the opportunity to use your skills and strengths?
- What new/different responsibilities would you like to have?
What would YOUR employees say?
Before we go, we invite you to recall the last time you shared feedback or asked your employees some pointed questions. Whether it was “yesterday,” “a while back,” or even “never,” don’t despair. It’s never too late to start making a conscious effort to connect with and recognize your dedicated workers. When you do, you’ll do more than just bolster engagement. You’ll also boost morale, productivity, and retention and help your business to flourish.
Our Leadership Development program equips managers and supervisors with the skills they need to retain people and keep your company moving forward. Email Erin for details.
