When lots of employees leave your employ in close proximity to one another, it's time for some damage control. Here is a quick list of what you can do, and it does not include trying to save those that already left you:
- LOOK IN THE MIRROR: The first thing any good leader must do when faced with this situation is re-evaluate your own mindset. Sometimes it is difficult for small business owners to remember that thriving as an organization is not only centered around having a great concept or even his/her own influence or performance or leadership. If lots of employees are leaving, put a check on your own ego and then start appreciating the performance of those around you as much as you appreciate your own performance.
- EVALUATE THE HIRING PROCESS: Employees quitting or being fired may have less to do with anything else beyond the fact that you hired the wrong person in the first place. Take a look at your company's hiring practices and make sure due diligence is present. Remember to always hire slowly and fire quickly.
- COMMUNICATE A VISION: It's so important for staff to understand where they are going and why. In order for people to go beyond just collecting a paycheck - and seeking a slightly higher paycheck elsewhere, they must believe in your vision and know how they can impact it through their contribution.
- EVALUATE KEY PLAYERS: Figure out which of your staff makes things happen. Once you've done that, take a moment to make sure you are paying fair market value. Once they find out you are not, if that is the case, it will be too late by then so do it now.
- INTERVENE: If you have a key player working for a sloppy manager. If you have a gut feeling that someone is unhappy. If you think sexual harassment is happening. If you see frustrations. If you witness negative politics. STOP and take the time to intervene and solve problems. Isn't that your job? Time to make it a priority NOW!
- CREATE GROWTH PATHS: Employees want to evolve and grow as professionals so if you are not investing time and money on employee development, you are just asking the superstars to look elsewhere. Avoid that by proactively creating growth paths for all staff members. It will cost you less than the turnover will cost!
- TALK: Walk around and talk to people. If you are the leader, now is the time to show it. Now it's time to get up from behind your desk and reach out to staff to show them the leader you once were before the stress and numbers and demands got you down in the weeds. Climb back up and go out there and talk.
- BE THOUGHTFUL: It might be the fact that a divisional manager has decided that 7:30am meetings are now the norm (or) that mothers needing to take their children to the doctor shouldn't be allowed to leave early without take a PTO day. Practice a few moments of empathy for your staff and consider those requirements that have become the new norm without much ROI, and then change those requirements with the employee in mind.
- RE-IGNITE CONFIDENCE: It is imperative that staff not lose confidence in the vision of the company or the skill of the leader. Ignite confidence even if deep down you wonder yourself if all will be OK. You must let the buck stop with you and focus on inspiring and motivating.
- MAKE CULTURE DEVELOPMENT A PRIORITY: Activate your mission, vision, values, and company purpose. Make it a top priority. Put time and energy and a specific concentration on developing and communicating all. It's a simple process but not an easy thing to do. (Email me, I can help!)
Originally published on May 29, 2019 by SpeakerMatch Speakers Bureau