Do You Know What Will Prevent Your Best Performers From Hopping?
I came across an article this week that offers insight into job-hopping:
Preventing Your Best Employees From Job Hopping
They tackle some obvious ones, create a great culture, pay people well, and develop them. I’d agree with all of that. I don’t think there’s much to disagree with.
They also included one that was a little less obvious but shouldn’t be:
There are notable signs that may hint at whether an employee plans to leave or is unhappy with your company. But if you want to truly get to know what they are feeling and what you can do to improve their situation, you should speak to them directly. Open communication with your team can make the process easier.
In my experience, and many would consider me a job-hopper, there are many different reasons why someone might leave your organization. Some of them include more money and better development opportunities. Sometimes, it’s about other things you won’t know anything about unless you listen to them. If you know what those things are, you can try and address them. This is where being flexible can help with retention.
As I mentioned, I’ve left some jobs for reasons that had nothing to do with more money. Whether it was relocation, a desire to travel, a need to travel less, or the desire to work remotely, the one thing those changes had in common was that they were specific to my situation and preferences.
The other thing they had in common was that the place I was leaving did not have the flexibility to offer me what I wanted. Could the role have centered on doing more online training so I could travel less? Could a little remote work availability have kept me there longer? Could a fully remote position have allowed me to continue working and relocate?
We’ll never know because that wasn’t offered. Thus, I’ve switched jobs a few times.
What option could you provide that would let your top talent continue with your organization? You won’t know if you don’t know them.
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