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About 52% of exiting employees say their manager or organization could have prevented them from leaving, according to a report.
During the Covid-19 pandemic, stress levels and employee turnover skyrocketed leading to the “great resignation.” In fact, 52% of exiting employees say their manager or organization could have done something to prevent them from leaving, according to a report by Gallup.
Here are five ways employers can lessen employee turnover:
Connect With Employees
Nearly 45% of former employees say they spoke with a colleague about their will to leave. And 36% were actively searching for a new job while still employed, leaving a window open for managers to step in and make a difference in retention, the report says.
One of the most impactful changes managers can make is increasing the frequency of conversations with employees. This makes it more likely that managers will be able to identify concerns, roadblocks and signs of disengagement before the employee has an urge to resign, Gallup says.
Be an Empathetic, Reliable Resource
Employees whose managers are willing to listen to their work-related problems are 62% less likely to be burned out, according to the report. This means being an active listener is vital to employee retention and well-being.
Gallup says offering a few words or clarifications or showing someone where to begin can express to employees, "I've got your back" or "we're in this together," which can make a difference.
Empower Managers to Empower Employees
Managers are positioned to resolve employees' concerns, but only when they have freedom and decision-making authority, the report states.
When managers have a good connection with their employees, they can compose exceptional solutions to employees' needs. Sometimes a minor change to a work schedule can make a difference between a bad day and a good one.
However, managers need the freedom to tailor roles, schedules and policies to fit individuals for this to work.
Provide Recognition and Encouragement
When managers actively engage in conversation, employees are more likely to feel cared about. This includes asking questions and actively listening to their answers while being engaged and concerned, the report says.
Offer Career Opportunities
The No. 1 reason for leaving an employer is a lack of career opportunities, the report says. There may be many underlying reasons for the decision, but ultimately employees who leave no longer see a future at an organization..
Coaching employees through career challenges makes them feel appreciated, valued and connected to your organization—even when immediate events can't be changed.
For more information from the Gallup report click here.
Andre Claudio is an assistant editor at Route Fifty.