An employee will leave a company for a wide number of reasons, but what are those reasons? Is there a rumor that employees leave your company for the competitor down the street for more money, when in fact they just feel underappreciated? How will you know the difference if you don’t ask, and more importantly, how will you fix what you don’t know? The answer: conduct an exit interview
The only way to ensure good talent doesn’t leave is to actively fix the issues that are causing employees to walk out the door. It is easy to blame employee turnover on speculation, such as they didn’t seem to get along well with others, or they didn’t seem to really like their position. The real issue could be the employee had little to no training and didn’t understand the essentials of their position. Once the real reasons of turnover have been determined, management and human resources should work together to ensure issues are remediated. What’s the point in learning about a problem if it isn’t fixed? Taking the time to sit with employees and discuss their employment experience can be fruitful for both the manager and employee. The list below describes just some of the reasons exit interviews are so important.
1. What does your company do well? Good data about your company walks out the door once the employee leaves. Maybe there is a manager that excels at developing employees or the flexible scheduling is what most employees love about your company. These are good tidbits you might already have wind of but, having concrete data that shows employees love them is important to have. Good data also walks out the door once the employee leaves.
2. Last chance to make a good impression. While there are occasions that an employee may leave due to no fault of the company, if an employee is disgruntled, the exit interview may be the last opportunity to hear out and smooth out any issues. A dissatisfied employee may have no issue telling their neighborhood about ABC Company’s crass managers, for example. In turn, bad publicity may deter others from applying for open positions, thus prolonging any recruiting pains.
Our world at work is changing, and more people are working remotely than ever before. AgCareers.com has been no exception in embracing this trend, and we’ve grown to include more offsite employees in recent years. If I reflect on my own personal experiences, I would say managing remote team members is probably one of the hardest aspects of my role. This has nothing to do with the people who are offsite. It has everything to do with the level of intentionality required to successfully create a winning environment…and the journey is never really over in that regard.
We have to strive to keep learning from experiences, and continuously manage expectations from both perspectives. It’s very important to consider individual personalities and work styles. I’ve asked for feedback from remote team members here at AgCareers.com in order to compile three quick tips to keep in mind when you have a remote team.
Working late, during happy hour after work, over lunch, or a by-chance meeting outside of the office. You never know when or where an office romance may bloom for employees in your organization. While nothing is sweeter than two people finding their meant-to-be, an organization stands to possibly suffer from budding love.
While you may wish your staffers well, inevitably issues can creep in. Negative implications could quickly arise in the form of rumors, gossip, that leads to perceived favoritism, partiality, and bias. It doesn’t take much to lead someone down the thought path to discrimination. There could be loss of productivity, protocols and processes could be compromised. The company could suffer from the absence of both employees during family vacations and events. What happens when one of the two ends the relationship? How do they continue to do their jobs and remain cordial?
Do a simple internet search of “marijuana and the workplace” and you’ll likely find differing advice for each given year and state. Staying up to date on the latest news regarding marijuana in the workplace is a daunting task for any employer. As if the amount of information isn’t overwhelming enough, many sites offer conflicting information, making the task even more discouraging. What’s an employer to do when a once very black and white issue now seems so gray?
1. Check with your legal counsel. To ensure correct application of laws surrounding marijuana in the workplace, always consult with your legal counsel. As each state is different, your legal counsel will be able to give you the most relevant and up to date information.
If you’ve been a manager for any length of time, chances are you’ve had to face situations that call for disciplinary action. Unfortunately, there’s no step by step playbook for what to do when unhealthy behavior starts to surface, as people are unique individuals, and every situation seems to have its own complexities. There are however, a few important considerations to keep in mind as you navigate. When it comes to making a decision as to whether the actions of the employee warrant warning or fire, the severity of the offense matters. Immediate termination would be appropriate if the employee has acted in an unethical manner. Examples of this would include things like stealing money, falsifying reports, abusing an expense account, etc. Other situations aren’t so black and white. Things like under performance, negative attitudes/behavior, or not following certain safety protocols can describe almost anyone when they’re having a bad day. It’s the repeated offenses that tend to start the downward spiral, which means it’s really important to address concerns before they build up.
There are many factors to consider when hiring a new employee. There are the obvious defined duties, responsibilities and tasks that will be required for the new employee to fulfill. Additionally, there are many non-essential qualifications that an employer may ask for that can be an asset to the role. These contribute to a person’s “fit” within the team and organization. New employees can come from a variety of backgrounds with varying experience, so it is important for an employer to meet new hires with appropriate expectations and meeting new hires “where they are.”
Guest Blogger: Jen McKenzie, Business Freelancer
Bringing in strong employees is only the first step to making your business thrive. You also have to keep those employees happy within your company. Great employees leave all the time, and it’s not always due to pay or benefits. Interested in learning more about employee retention? Read these five tips to avoid employee turnover.
Why Worry About Employee Turnover?
According to Glass Door, employers report that it can take up to 52 days to fill an open position. That’s almost 2 months where other employees are having to pick up the slack for the missing worker. It’s time that your business isn’t operating at peak efficiency, and you’re likely spending time advertising and interviewing candidates.
Increase Employee Retention
There are certain things you can do to increase employee retention and almost none of them have to do with providing more money for employees. The most common strategies provide a competitive benefits package like a savings plan for retirement or a great health insurance plan. High employee turnover is a hit to the morale for the entire company, and it should be avoided at all costs.
The flexibility an organization and position provides is often directly related to a positive workplace atmosphere and employee satisfaction. My professional career has included work for several different organizations, while I also had experiences with internships and high school/college jobs. I’ve experienced stark contrasts, from a strictly scheduled business to a very flexible workplace.
At one job the door locked at 8 am, so you’d better get there early, and a buzzer signaled the beginning and end of each break time (no this wasn’t a factory, it was an office). One where you were required to use all your PTO for maternity leave, with no way to accrue more until the next year. Or another where you had to use vacation time when there was a death in the family as they hadn’t developed a bereavement policy.
On the other end of the spectrum, one employer encouraging you to volunteer with community organizations during work time. Another where you could come in ahead of the start time in order to leave early to attend a personal event. One offering the flexibility to work in a professional capacity part-time to balance the needs of a young, growing family. Without hesitation, I can tell you I’ve been the happiest when and where I had the most flexible workplace. You may wonder if this is just a personal story, but there is research to back up the power of workplace flexibility.
Managing remote employees is much more prevalent these days. In fact, regular work-at-home, among the non-self-employed population, has grown by 103% since 2005 (GlobalWorkplaceAnalytics.com). You can find a lot of data, webinars, and articles circulating around the pros and cons of being a telecommuter and the impact for companies that provide telecommuting options. Achieving the right balance of engagement is a tall order, and there are personalities that are a solid fit for being home-based, while others are not. I personally feel that managing remote employees is one of the hardest parts of my job, and I am continually trying to find ways to enhance the level of connectedness. Here are just a few tips that may help if you are headed on the journey of managing remote employees.
1. Utilize Technology.
Skype video is a great tool to help give communications with your telecommuter a more personal feel. It gives you a chance to still get “face to face” as you interact with them. I like to connect in this manner once a week at a minimum. Instant messenger can help telecommuters feel more connected to their teammates as well. It is the equivalent of stopping by someone’s office to ask a question.
Despite decades of progress towards worker rights and protections, discrimination continues to be an issue in many workplaces across the country. To deal with discrimination in the workplace, we first need to understand what it means, who it affects, and what can be done about it.
Typically, in the United States, discrimination in the workplace refers to actions and decisions that negatively affect individuals or groups of people for reasons such as race, sex, pregnancy, religion, national origin, disability (physical or mental, including HIV status), age (for workers over 40), military service or affiliation, bankruptcy or bad debts, genetic information, and citizenship status (for citizens, permanent residents, temporary residents, refugees, and asylees).