‘The Great Resignation’ they are calling it. So many businesses – not just in the UK but internationally are now finding that as we slowly recover from the impact of the pandemic that they are struggling with employee numbers and it’s frantic.
Lockdown and the new virtual world we have been living over the past 16 months has caused many to take stock of their own lives, the purpose of work and what is most important. People have taken the decision to jump ship, and do something that is more fulfilling, more work/life balanced or just better paid. A vast section of all kinds of business in all kinds of industries are experiencing crises – not least those businesses who have been closed or teams on furlough, like the Hospitality and F&B businesses.
High staff turnover is damaging to a business, but as you struggle to cope with the impact of this, it is easy to overlook what this is actually CAUSED by. It could be you.
In my last blog I spoke about creating a ‘Culture of Confidence’ through trust and looking after the people who work for you in your business.
Did you think about the questions I posed in relation to your business?
- Is everyone in your team equipped to do their job and supported?
- Do you assume positive intent?
- Do you operate a ‘no A-hole rule?
Ok – so you do all of that – you lead by example, you give people support, you trust your team to do an excellent job, and don’t put up with idiots.
So then – why are you losing people?
In the flurry of resignations, and as your business process is stretched to breaking point, you are busy recruiting and training the new team, it can be difficult to look backwards and understand what the root causes actually are.
Do you REALLY do exit interviews? Are they EFFECTIVE? Do you actually LEARN from them?
If you delegate your exit interviews and you do not have a ‘culture of confidence’ in your business, you may not have the environment of psychological safety which you need to be able to really learn from why that person has actually left, and what do you need to do in the business to ensure that you retain great people. Every decision you make in your business affects the way people feel working for you. People work for PEOPLE after all.
- ASK the people why they are leaving – it may not just be for better pay, or to live somewhere more remote etc.
- What is the ROOT cause of the issue?
- Can you change things so that it will be different going forward? WHAT needs to change? HOW can it be changed? WHO will make it happen?
Some common themes:
Performance Management – NOT performance managing people when they are not doing what is required has a huge impact on the team, and a visible impact on morale. Being seen to support and manage people who are not performing for whatever reason, will instil a greater trust in team collaborations, and enhance productivity. NOT doing this will have the opposite effect.
Sick leave/absence/lateness/holiday management processes – A hot topic of course. My son works in the care industry – incredibly important, in crisis at the moment, and (I’m biased of course) he is a conscientious worker, and constantly goes above and beyond. Because of staffing numbers and huge rota challenges, in the last month has had 3 previously approved holidays rescinded. He is constantly covering other people’s sick leave, he is not thanked, appreciated and forced to work longer hours than he signed up for. That is not a respectful or supportive work environment, and it is all because of their lack of business process and leadership capability.
Getting to the root cause of issues takes time and energy. Examine the facts and act – it will pay off in the long term.
