Talent drain is one of the biggest problems in today's organisations. The employee turnover rate is higher than desirable and requires a great deal of effort to curb it.
Losing a valuable employee has a high cost for the company and it is also a headache to select a person to replace him or her.
It is estimated that the cost of losing a professional is equivalent to the value of their annual salary. If, for example, 20 employees with annual salaries of 50,000 euros leave, the cost will be one million dollars.
This is in addition to the information published in an survey published in the Harvard Business Review which says that one third of workers do not feel comfortable in their company and are looking for a new job.
With all this in mind, we look at some of the reasons why employees decide to leave an organisation on their own accord.
Every day new employees arrive at companies full of illusions and expectations. However, these expectations are often not fulfilled, which leads to great dissatisfaction on the part of the individual.
Career advancement is one of the most valued incentives for employees. In addition, the most talented employees have the need to climb the career ladder and evolve.
A large percentage of employees feel that their skills are not being fully exploited and that they could contribute much more in other areas. In the end, they become demotivated and lose interest in their tasks.
Sometimes it happens that the employee does not share his or her values with those that inspire the company. This can be an important gap in the relationship between company and employee.
One of the most influential aspects of a worker is the working environment. An unpleasant, intoxicated working environment... is closely related to low performance, lack of involvement and high turnover.
Everyone needs to feel important and sometimes employees feel a lack of appreciation from their superiors. This is especially negative when they feel they deserve recognition they have not received.
Work overload, overtime, disorganisation, inflexible schedules... the causes may be multiple, but work stress is an evil of our society. The situation can become unsustainable and force the employee to leave.
What can we do to avoid talent turnover? Increasing employee motivation is essential for them to want to stay with you for a long time.
Recognising achievements and rewarding them will generate a positive chain reaction within the company.
Creating training and growth plans is one of the keys to retaining talent in your company.
One of the most valued incentives for employees is Restaurant Tickets. But there are many others such as the Childcare Ticket, the Petrol Ticket, etc.
Communication channels should be open and fluid, so that all employees are clear about the company's objectives and values.
Be conscientious in the selection process to hire employees who have an affinity with your company.
If you have identified a high employee turnover in your company, analyse the causes and solve the problem by motivating your team.
