Retention and Engagement
Thinking about leaving your current employer, just not sure why?
Essentially, there are three factors that lead to critical skills walking out the door:
- Push - organizational / workplace dysfunctional issues or limitations;
- Pull - better external deal;
- Personal - largely unrelated to the organization.
There is little anyone can do about the personal reasons you may wish to move on: as life “just happens”. However, knowing the Push:Pull factors that affect you and the company you work for, can result in intervention to keep your talent.
Such intervention may include personal and professional development programs, trust building workshops, reviewing workloads and resources, offering clear progression paths. You know that the Push:Pull factor is often driven by feelings of “I was never thanked” or “My suggestions were never taken on board” … all the more frustrating for their simplicity!
The key to retention, is in business understanding your motivators. How well are you communicating what you need? Remuneration needs to be competitive, but rarely is an extreme salary the sole driver. Statistics show that staff stay for organisational culture, ongoing learning opportunities, job satisfaction, employer brand, interesting work projects and similar.
How engaged are you? Commitment to the job usually equates to emotional attachment to the company. Couple this with strong job satisfaction (which is largely dependent upon your cultural and job fit) and job commitment with discretionary effort is the result … and that predicts performance!
If you’re not happy in your current role, identify the reasons why and look at it from your Manager’s perspective. With the current skills shortage, every employer wants to stop critical skills walking out the door. Help them to help you.
