“What behaviours suggest an employee may be leaving?”
Much is said about the challenges of attracting and retaining talent, and when things go wrong it is almost always the employee’s fault. They demand everything under the sun, they always want more, they are never happy, they aren’t loyal to the company, they come and go as they please, they’re only there for the money…
It is never the company’s fault. Businesses are “paying the price”, not only in terms of direct costs – disruption in supply, loss of productivity, compromise of service continuity, and loss of knowledge – but also indirect costs, such as the cost of talent attraction, recruitment, adaptation and training, and other costs. They are the ones who have to go after the most sought-after resources and “lock them up” so that nobody steals them away.
Obviously this is not a general rule, and rightly so, but the truth is that there are still few companies that have a modern human resources strategy in line with the latest labour market trends. How many see “the employee” as an individual with specific goals and needs? How many have different strategies based on specific profiles and not on a one-size fits-all HR package to please everyone? How many follow a proactive and just not a merely (and almost always tardy) reactive employee monitoring policy?
Today there is a very different active workforce: multicultural, multigenerational, with people born in the analogue age, the transitional era and the digital age, with completely different mindsets regarding their professional and personal lives. And, of course, every employee is different. Each person has different stories and life experiences. Different personalities. They all go through different personal and professional life stages, and at each stage their goals, priorities and motivations are different.
If everyone is different, why do we manage resources in “packages”?
The key lies in personalisation, under a model of proactive and predictive monitoring. According to Forrester, within two years employee experience will be one of the most important aspects of the HR strategy for 80% of organisations. It is up to team managers, HR professionals and leaders to analyse possible indicators of dissatisfaction that are indicative of an exit….