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Your Workforce is Ready to Leave, Here's Why
Justin Mecham
July 22, 2024
Hey Full Potential Zoners!
40% of your workforce is ready to leave, here's why:
A study by McKinsey recently revealed that 40% of employees in various countries are thinking about leaving their jobs.
What’s pushing them to this point?
Key reasons include:
➟ Toxic company culture
➟ Not having flexible schedules
➟ Feeling overworked and underutilized
➟ Lack of growth opportunities
➟ Lack of trust in leadership
➟ Feeling undervalued.
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Turnover isn't just a loss of talent; it's a loss of institutional knowledge, relationships, and momentum.
Now, imagine a company where:
➟ Your team feels valued
➟ The work environment is respectful
➟ They have clear goals
People would love to stay there, right?
There's a way to prevent high turnover.
Today we are going to help leaders master this by using:
‘Why People Quit And How To Stop It'.
Let’s dive in!
Additional Tips for Success
Overworked:
Implement regular check-ins to adjust workload and prevent burnout.
Bored with Tasks:
Encourage job rotation programs to keep tasks interesting and develop new skills.
Feeling Overloaded:
Use project management tools to prioritize tasks and distribute work evenly.
No Growth Opportunities:
Create mentorship programs to guide career development and goal setting.
Bad Managers:
Provide leadership training that includes conflict resolution and empathy building.
Different Values:
Conduct regular surveys to understand employee values and align company practices accordingly.
Poor Communication:
Hold team-building activities that focus on improving communication skills and trust.
Micromanaged:
Delegate decision-making authority for small projects to build confidence and autonomy.
No Work-Life Balance:
Offer flexible start and end times to help employees manage their personal and professional lives.
Not Recognized:
Establish a peer recognition program to allow employees to acknowledge each other’s efforts.
Childcare Problems:
Partner with local childcare providers to offer discounts or on-site childcare services.
Job Instability:
Provide regular updates on company performance and future plans to reduce uncertainty.
Toxic Culture:
Conduct anonymous feedback sessions to identify and address toxic behaviors promptly.
No Creative Space:
Designate specific times for brainstorming sessions to encourage innovative thinking.
No Trust in Leaders:
Share leaders’ personal stories and experiences to build rapport and relatability.
No Purpose:
Link everyday tasks to the company’s mission during meetings to reinforce purpose.
Health Issues:
Offer mental health days and provide access to wellness resources like meditation apps.
Peer Pressure:
Develop a zero-tolerance policy for bullying and enforce it consistently.
Unfair Pay:
Conduct regular market research to ensure competitive and fair compensation.
No Flexibility:
Allow remote work options or compressed workweeks to cater to different needs.
Flexible Work Options
I first started using flexible work options like remote work back in 2004, so I was amazed when a company I recently was consulting with did not offer flexible work options.
Their team was struggling with low morale and high turnover rates.
The main issue was the lack of flexibility in work schedules, which made it difficult for team members to balance their personal and professional lives.
Employees were often stressed and unable to manage their time effectively, leading to decreased productivity and job dissatisfaction.
I decided to help them implement flexible work options to address these issues.
Here's how I approached it:
Assessment:
Conducted a survey to understand the specific needs and preferences of the team regarding work flexibility.
Analyzed the tasks and roles to identify which ones could be performed remotely or with flexible hours.
Policy Development:
Created a clear policy that allowed for remote work options, flexible start and end times, and compressed workweeks.
Ensured the policy was communicated effectively to all team members, highlighting the benefits and expectations.
Implementation:
Started a pilot program where a few team members tested the new flexible work options for a month.
Provided the necessary tools and resources, such as remote access software and communication platforms, to support remote work.
Feedback and Adjustment:
Gathered feedback from the pilot participants to identify any challenges or areas for improvement.
Made adjustments to the policy based on the feedback, such as adding more support for remote work technology and clarifying guidelines.
Full Rollout:
Rolled out the flexible work options to the entire team, ensuring everyone understood the policy and how to access support if needed.
Monitored the impact on productivity, morale, and turnover rates, and continued to gather feedback for ongoing improvements.
Results:
Team members reported higher job satisfaction as they could better balance their work and personal lives.
Stress levels decreased, leading to a more positive work environment.
With the ability to choose their work hours, employees worked during their most productive times.
Remote work reduced commute times, giving team members more time to focus on their tasks.
The flexibility offered made the company more attractive to employees, reducing turnover rates.
Employees felt valued and trusted, which increased their loyalty to the company.
Here's how you can make it real over the next 4 days:
Day 1: Identify and Reflect
Choose 1 of the 20 reasons people quit lessons you want to work on this week (e.g., work-life balance, poor communication, etc.).
Reflect on how this affects your daily work and personal life.
Write down your thoughts in a journal or a document (I use Notion).
Note specific instances where you felt the impact of this.
ChatGPT Prompt to Help: "I want to work on improving my [chosen issue, e.g., work-life balance]. Help me reflect on how this issue affects my daily work and personal life. What questions should I ask myself to understand its impact better?”
Day 2: Set a Small Goal
Set a small, achievable goal related to your chosen lesson.
For example, if you chose work-life balance, your goal might be to leave work on time.
Write down your goal and plan one or two steps you can take to achieve it today.
Focus on realistic and manageable steps.
ChatGPT Prompt to Help: "I've chosen to work on [chosen issue, e.g., work-life balance]. Help me set a small, achievable goal related to this issue. What steps can I take today to make progress?"
Day 3: Take Action and Monitor
Take concrete action towards your goal.
For instance, if your goal is better communication, initiate a conversation with a colleague or manager to discuss any concerns.
Monitor your progress throughout the day.
Keep a note of any changes you notice in your work environment or your feelings about your work.
ChatGPT Prompt to Help: "Today, I want to take concrete action towards improving my [chosen issue, e.g., work-life balance]. What are some effective ways to monitor my progress and ensure I'm on track?"
Day 4: Review and Plan Forward
Review your progress over the past three days.
Reflect on what worked well and what could be improved.
Write down your reflections.
Plan one or two next steps to continue improving on your chosen issue.
Set a follow-up reminder to check your progress in a week.
ChatGPT Prompt to Help: "I have been working on improving my [chosen issue, e.g., work-life balance] for the past three days. Help me review my progress and plan next steps. What questions should I ask myself to evaluate and plan forward?"
Creating a better workplace starts with recognizing the reasons why people leave.
By addressing these issues head-on, we can make meaningful changes.
Retention isn't just HR's responsibility.
It's something everyone in the company needs to care about, from the top down.
Build a workplace where people want to stay.
Not just work.
Until next week and with lots of love,
Justin
This Week’s Growth Recommendations
Book To Read:
"Drive: The Surprising Truth About What Motivates Us" by Daniel H. Pink (see it here)
TED Talk to Watch
"Why Great People Quit Good Jobs" by Christie Lindor (see it here)
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