Stopping the Other Alarming Leak… in Workplace America
We all await word to hear if the latest plan to stop the hazardous oil leaking into the Gulf will work or not. It’s now appears quite clear that the gushing underwater oil is wreaking havoc on the environment, on people’s health and soon the gulf state economies. Yesterday’s news from the Wall Street Journal reported other news of another “enormous leak” few seem to recognize may be destroying America….at least our economy and an overall sense of optimism. The report says that the MAJORITY of workers are wanting to QUIT their jobs! 60%!!!!
When I read this last night I thought, “That’s really alarming!” “Does anyone see this as a problem that MUST be addressed?” Why do the MAJORITY of American workers dislike their jobs so much to be say they are planning to leave?”
WSJ writer Joe Light stated, “Recent sentiment indicates that the number of employees quitting could continue to grow in the coming months. In a poll conducted by human-resources consultant Right Management at the end of 2009, 60% of workers said they intended to leave their jobs when the market got better. “The research is fairly alarming,” says Michael Haid, senior vice president of global solutions for Right Management. “The churn for companies could be very costly.”
“It typically costs a company about half of the position’s annual salary to recruit a person for that job, but the cost can run up to several times that if the position requires rare skills,” says Right Management’s Mr. Haid.
So what might stop this gushing leak? I’d like to propose 3 steps for company leaders to consider.
1. Meet one on one with employees to honestly address their job satisfaction. “How are you feeling about your job these days?” Like the proverbial “dead elephant on the table,” not addressing this ”worker-wanting-out” issue will just allow it to fester until they “surprisingly,” say “I’ve decided to leave.”
2. Proactively find ways to help employees live their dreams. That’s right! Their dreams. As Matthew Kelly’s groundbreaking book, The Dream Manager showed, companies that take an interest in the dreams of their employees not only help their people thrive, they may also dramatically decrease turnover and radically improve their own bottom line. (Do at least read the book!)
3. Proactively work with employees to help them develop a career trajectory and vision based on their best gifts, skills and desires. That starts by working with them to know what those are. (Yes, many really don’t! Where might they have learned how? School? Not usually. Church? Not usually. At home? Not usually.)
Will it take time and resources to address this “leak?” Yes. But, play out the alternative scenario. Like the spewing oil under the sea, simply allowing this “brain drain” and “toxic worker turnover” to continue will lead to a bigger and bigger mess. Why not address the problem at the source before it’s too late and too costly later?
What do you think?
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