Do you really know why your people leave?

The key thing to be aware of is that, there are rarely talent shortages in great workplaces. It is the case that organisations short on talent usually deserve to be!"

There are many reasons why people leave, but almost all issues fall into these seven key areas:

1. POOR LEADERSHIP
Management that doesn't keep employees informed or show them appreciation and where there is a lack of respect, trust and integrity.

2. LACK OF PURPOSE
The organisation lacks a meaningful purpose that makes a real difference and isn't aligned with the values of the individual employee.

3. POOR REWARDS
There are no clear links between employee performance and business outcomes. The employee doesn't feel fairly rewarded for their contributions to the organisation's success.

4. LACK OF OPPORTUNITY
There are very few development opportunities and people have limited career advancement prospects.

5. POOR RELATIONSHIPS
Poor, negative and non-collaborative relationships exist between leaders, co-workers and within teams. Individuals don't feel like they have a community of friends at work.

6. POOR JOB FULFILLMENT
The nature of the day-to-day work is consistently unfulfilling and boring to employees and typically lacks challenge and the utilisation of their key strengths.

7. POOR WORK LIFE BALANCE
The business environment doesn't support a life outside work for employees.

The 7 drivers of employee engagement

In these times of skill shortages our No 1 customer needs to now be our people. An organisation that can engage its people will be more productive, perform better and therefore be more profitable. So in this issue of "Engaging People", we focus on the seven key drivers in engaging employees.

1. LEADERSHIP

Great leadership keeps people informed and appreciated. Be the change you want to see.

2. PURPOSE

A business with aligned values and a meaningful purpose makes a real difference. Purpose is increasingly becoming the emotional salary for many employees with 93% of engaged employees feeling that the company has a meaningful purpose.

3. REWARD

Clear links are established between employee performance and company objectives where individuals are fairly rewarded for their contributions to the company's success. Only 12% of employees leave because of money, so for most, money is not the main motivator. Our job is to find out what is.

4. OPPORTUNITY

A culture of constant learning, full of development opportunities is created where people feel positive about their future career prospects. Many people think; what if you train your people and they leave? Well worse still is; what if you don't train them and they stay?

5. RELATIONSHIPS

Good, positive, open and collaborative relationships exist between leaders, co-workers and teams. How well do you really know your people? Hobbies, interests, kids names, real motivations or life philosophy?

6. JOB FULFILMENT

The nature of the day-to-day work consistently energises people. When people love what they do, productivity and performance explode. Do you want to instantly maximise your people's job fulfilment?

7. WORK LIFE BALANCE

An environment exists where people's lives outside work are supported and encouraged. What are your teams top priorities and goals outside work? Want to create a sustainable win-win culture?