Let’s take a look at the 7 ways that talent quits and what a leader can do to not only increase retention, but if a person must leave, how to keep them in the categories of 1, 2 and 3.
7 Ways People Quit
By the book: 31 per cent quit by having face to face conversations, combined with a letter of resignation that states the exact reason they are leaving along with a notice period.
Grateful: 9 per cent were positive and willing to have their departure from the organization painless for their leader and their team.
In the loop: 8 per cent actually had the supervisor/leader ‘in the loop’ with the resignation.
Perfunctory: 29 per cent will have a face to face conversation, give a letter of resignation and a notice period but won’t elaborate on the specific reasons they are quitting.
Avoidant: 9 per cent kept contact with the leader to an absolute minimum and involved bringing in a third party like HR or ducked out by sending in their resignation over the weekend as opposed to face to face conversations.
Impulsive: 4 per cent will reach a breaking point without having a conversation at all, there is no notice, no letter or resignation and certainly no willingness to have the transition period be as painless as possible for everyone involved.
Bridge burning: 10 per cent will quit not only without any notice, but they want to make sure that their leader and/or organization know that they are extremely upset and why. Emotions run high and both parties lose.
There are two key points that should be examined. First, your talent has made a decision to leave. Can they be retained? Second, your talent will make a decision regarding how they will leave. Can leadership impact how they will choose to leave?
Retain your talent
All too often leaders don’t create and foster an environment where talent feels comfortable or confident enough to stand out. It’s easier to blend in with the crowd versus stand out and be seen. When you create a culture that thrives on collaboration and transparency, your talent will thrive. These individuals will see and feel the benefits they bring to the company. Talent that thrives:
Feel deeply connected to the company’s mission, vision, values and emulate those elements on a daily basis
Display accountability
Deliver consistent high quality results
Hereunder are tools that will help you form an action plan that you can start implementing today to retain these individuals:
Learn what your team members crave at a primal and neurological level– and give it to them.
Create a culture that allows team members to rise up and stand out.
Shift their brain from Critter State to Smart State.
Learn how to shift your leadership stance.
Learn how to keep your cool when under pressure.
Prevent drama filled exits
If more drama filled exits are occurring, it may be time to examine the underlying issues. In the case of Impulsively Quits or Burns Bridges, it’s not surprising that research showed those individuals may be experiencing higher levels of abuse from their leaders or they may ‘feel’ that they were treated unfairly. For these individuals, leaving in any other manner except one that is high-emotion isn’t an option. By working on creating and sustaining a workplace culture where team members are invested in their role and the success of the business, if the time comes that they must exit, the probability of them staying within the categories of 1, 2 and 3 increases.
and then