{"id":2460,"date":"2015-05-14T09:10:14","date_gmt":"2015-05-14T03:40:14","guid":{"rendered":"http:\/\/www.officechai.com\/?p=2460"},"modified":"2015-05-14T13:09:32","modified_gmt":"2015-05-14T07:39:32","slug":"why-your-employees-leave-and-how-to-keep-them-insights-by-an-hr-professional","status":"publish","type":"post","link":"https:\/\/officechai.com\/learn\/why-your-employees-leave-and-how-to-keep-them-insights-by-an-hr-professional\/","title":{"rendered":"Why Your Employees Leave And How To Keep Them"},"content":{"rendered":"<p class=\"Block TextBlock -align--left -role--paragraph\" data-seen=\"true\"><span style=\"font-size: 12pt; font-family: 'Trebuchet MS', Geneva; color: #000000;\">Carly Guthrie has been watching employees take and leave jobs for over 15 years. Turns out, the reasons people love and hate their work are largely the same across sectors. In an interview with <span style=\"color: #33cccc;\"><a style=\"color: #33cccc;\" href=\"http:\/\/firstround.com\/\" target=\"_blank\">First Round<\/a><\/span>,\u00a0Guthrie shares what she\u2019s learned about why people quit, and what startups can do after an employee\u2019s first day to make sure they stay happy, engaged in their work, and committed to your company (and to deleting every email they are most certainly receiving from recruiters)<\/span><\/p>\n<p class=\"Block TextBlock -align--left -role--paragraph\" data-seen=\"true\"><img data-recalc-dims=\"1\" fetchpriority=\"high\" decoding=\"async\" class=\"aligncenter  wp-image-2461\" src=\"https:\/\/i0.wp.com\/www.officechai.com\/wp-content\/uploads\/2015\/05\/Carlie-Guthrie-1024x681.jpg?resize=545%2C363\" alt=\"Carlie-Guthrie\" width=\"545\" height=\"363\" srcset=\"https:\/\/i0.wp.com\/officechai.com\/wp-content\/uploads\/2015\/05\/Carlie-Guthrie.jpg?resize=1024%2C681&amp;ssl=1 1024w, https:\/\/i0.wp.com\/officechai.com\/wp-content\/uploads\/2015\/05\/Carlie-Guthrie.jpg?resize=300%2C199&amp;ssl=1 300w, https:\/\/i0.wp.com\/officechai.com\/wp-content\/uploads\/2015\/05\/Carlie-Guthrie.jpg?resize=600%2C399&amp;ssl=1 600w, https:\/\/i0.wp.com\/officechai.com\/wp-content\/uploads\/2015\/05\/Carlie-Guthrie.jpg?resize=95%2C62&amp;ssl=1 95w, https:\/\/i0.wp.com\/officechai.com\/wp-content\/uploads\/2015\/05\/Carlie-Guthrie.jpg?w=1280&amp;ssl=1 1280w\" sizes=\"(max-width: 545px) 100vw, 545px\" \/><\/p>\n<p id=\"text_e3f3205ce54048f98275e85d3fe3b5da\" class=\"Block TextBlock -align--left -role--paragraph\" data-seen=\"true\"><span style=\"font-size: 12pt; font-family: 'Trebuchet MS', Geneva; color: #000000;\">There are a number of ways to keep your best people, but no silver bullet. As you think through your own retention strategy, remember the following:<\/span><\/p>\n<ul class=\"Block ListBlock -role--unordered\" data-seen=\"true\">\n<li>\n<p id=\"text_a5609b34779e412993084842b8c5a195\" class=\"Block TextBlock -align--left -role--paragraph\" data-seen=\"true\"><span style=\"font-size: 12pt; font-family: 'Trebuchet MS', Geneva; color: #000000;\"><strong>Recognize that employees have lives outside of work<\/strong> \u2014 cultivate a deep respect for employees\u2019 time.\u00a0In Guthrie\u2019s experience, employees will follow up with recruiters and other job offers if they&#8217;re even slightly angry, bored or dissatisfied\u00a0\u201cA really good CEO thinks about the bigger picture and realizes people have lives outside of work.&#8221;\u00a0From 5 p.m. on Friday to 9 a.m. on Monday should be people&#8217;s own time, not the company&#8217;s.\u00a0People do better work when they have lives of their own.<\/span><\/p>\n<\/li>\n<li>\n<p id=\"text_eceb779497a34922b21eecbb14d38cd8\" class=\"Block TextBlock -align--left -role--paragraph\" data-seen=\"true\"><span style=\"font-size: 12pt; font-family: 'Trebuchet MS', Geneva; color: #000000;\"><strong>Employees usually don\u2019t leave because of their boss.\u00a0<\/strong>When employees leave because of their boss, it rarely comes from personality mismatches; it stems from a lack of confidence in you or themselves. \u00a0\u201cLet\u2019s say you\u2019ve had a couple of pivots and you just don\u2019t believe in the company or concept anymore. You lose confidence in the marketability or leadership,\u201d <\/span><\/p>\n<\/li>\n<li>\n<p id=\"text_858b0834150d42629093a70b6380c9cf\" class=\"Block TextBlock -align--left -role--paragraph\" data-seen=\"true\"><span style=\"font-size: 12pt; font-family: 'Trebuchet MS', Geneva; color: #000000;\"><strong>Counteroffers are (an expensive) band-aid<\/strong>; they won\u2019t fix an employee\u2019s fundamental unhappiness. \u00a0\u201cWhen you tell an employer you\u2019re leaving, you\u2019re saying, \u2018I\u2019m unhappy. You may be able to buy me for another six months, but mostly, it\u2019s the end of the chapter,\u2019\u201d<\/span><\/p>\n<\/li>\n<li>\n<p id=\"text_7368edce820b4cdab5573dd549f25738\" class=\"Block TextBlock -align--left -role--paragraph\" data-seen=\"true\"><span style=\"font-size: 12pt; font-family: 'Trebuchet MS', Geneva; color: #000000;\"><strong>Building a genuine sense of community<\/strong> is crucial to employee retention. Make sure your hiring process incorporates and heavily weighs cultural fit. \u00a0\u201cYour goal should be to make people feel like, &#8216;We&#8217;re all in this together and have a huge opportunity as a team.\u201d This type of community enhances talent and collaboration and makes it very difficult to leave.<\/span><\/p>\n<\/li>\n<li>\n<p id=\"text_ee8885f148f54910be9d7133f2da4c8e\" class=\"Block TextBlock -align--left -role--paragraph\"><span style=\"font-size: 12pt; font-family: 'Trebuchet MS', Geneva; color: #000000;\"><strong>Hashing out a concrete \u201cwork from home\u201d policy<\/strong> can improve employee happiness\/retention, but it\u2019s largely dependent on your organization\u2019s needs. <span style=\"color: #33cccc;\"><a style=\"color: #33cccc;\" href=\"Make%20sure you\u2019re being fair across the board.\" target=\"_blank\">Work from home<\/a><\/span> option can boost morale and encourage the employees to not consider going to work a mandated core. Managers need to communicate clearly to employees (and themselves) that they are results-oriented, while employees need to trust that it\u2019s important and justified when managers ask for them to be in the office. It\u2019s all about both sides respecting each other\u2019s time and abilities \u2014 and, perhaps most importantly, communicating this mutual respect.\u00a0Make sure you\u2019re being fair across the board.<\/span><\/p>\n<\/li>\n<li>\n<p id=\"text_a4f80133627f4923aed236e5387d8f97\" class=\"Block TextBlock -align--left -role--paragraph\"><span style=\"font-size: 12pt; font-family: 'Trebuchet MS', Geneva; color: #000000;\"><strong>Good mentorship<\/strong> happens organically, and should be directed by employee interests and growth. It also creates another opportunity for a natural, short feedback loop you can definitely use. \u00a0Providing a good mentor, and making that relationship natural and easy, goes a long way toward keeping people in a role. It shows the employee that the company is invested in their personal growth, and that there\u2019s someone (other than their manager) looking out for their best interests. But you can\u2019t force it. Like mandatory fun, pairing people with mentors arbitrarily rarely works.<\/span><\/p>\n<\/li>\n<li>\n<p id=\"text_11774e0a550e4f3cb1d5e784bf44d5f0\" class=\"Block TextBlock -align--left -role--paragraph\"><span style=\"font-size: 12pt; font-family: 'Trebuchet MS', Geneva; color: #000000;\"><strong>It\u2019s never too early to invest in good HR<\/strong>, whether it\u2019s processes or people. This can absolutely include HR contractors. An outside perspective can be invaluable for founders who need big-picture reality checks. &#8220;HR is not about algorithms. There\u2019s a whole lot of humanity involved, and that gets messy. You need empathy on your team. You need someone who can say, \u2018I might not agree with your choices, but I will put myself in your shoes and try to understand where things went off the rails.&#8221;<\/span><\/p>\n<\/li>\n<\/ul>\n<p><span style=\"font-size: 14pt; font-family: 'Trebuchet MS', Geneva; color: #000000;\">Read the full article <span style=\"color: #33cccc;\"><a style=\"color: #33cccc;\" href=\"http:\/\/firstround.com\/review\/This-is-Why-People-Leave-Your-Company\/\" target=\"_blank\">here<\/a><\/span>:<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Guthrie shares what she\u2019s learned about why people quit, and what startups can do after an employee\u2019s first day to make sure they stay happy, engaged in their work, and committed to your company .<\/p>\n","protected":false},"author":1,"featured_media":2462,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[10],"tags":[217,218,216],"class_list":["post-2460","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-learn","tag-employee-motivation","tag-hr-best-practices","tag-retaining-employees"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Why Your Employees Leave And How To Keep Them<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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