Why Do Employees Stay?

In the last blog I addressed Employee Satisfaction. I'd like to continue with that discussion by asking the question "why do employees stay?"

Oftentimes employers aren't aware that an employee is unhappy with their job, until the unthinkable happens. The employee resigns. In some instances this employee may be critical to your team and your business. By critical, I mean those employees that are good and talented employees that you just simply can't afford to loose.

While organizations should spend time, money and energy on programs to help increase employee satisfaction, and in the long run retain talent, there is one obvious retention strategy that is often overlooked - COMMUNICATION. Has anyone in your organization asked the employees why they stay? Asked what may entice the employees to leave the organization? Asking an employee these questions may make the employee feel cared about, valued and important. This may, in turn, lead to stronger loyalty and commitment. Remember, employees know what they want and it's not always money.

How or when do you ask these questions?

1. Let's start with 1:1 conversations between the manager and the employee. A word of caution, managers should actively listen to the employee. Ensure that responses are supportive so that the dialog will continue.

2. If managers are uncomfortable with direct questions, ask the employee to write down 2 - 3 major reasons why he/she stays with the organization.

3. Alternatively, hold an employee satisfaction survey.

In all circumstances, make notes on what keeps your employees. Review those notes at least monthly to ensure that the organization is taking the steps necessary to retain the employee. If you know what your employees need, you can partner with them to find those opportunities inside the company.

Don't wait to ask these questions during an exit interview. At that point, it's too late!