What to Do When Your Employees Are Quitting

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Quitters are often angry employees who jump ship without telling you why. You can’t figure out what’s happening. You’re paying your talented people more than the competition’s going rate, yet they feel no sense of loyalty to you. In fact, they seem irritated and anxious to bolt.

A chief reason may be an inflexible leadership style that hasn’t changed to embrace concepts like work-life balance or remote working opportunities. Have you been ignoring suggestions from those doing the work? When employees know their voices are not heard, some feel hopeless about changing what they perceive is wrong. Perhaps your company offers an insufficient benefits package when they’re looking for better insurance coverage, flexible scheduling, and the like. Consider making changes within your control that don’t cost the company money yet provide more balance for your employees.

• What You’re Thinking: After I’ve spent all that time and money training them, and paying for their continuing education and tuition reimbursement, they up and leave. Don’t they care about all I’ve done for them? I’ve got to stop this exodus.
• What They're Thinking: What’s the use of trying to educate a boss whose thinking is mired in the last century? I deserve a life outside of the office. My type of work doesn’t require the old 9-to-5 with constant supervision. When I asked if I could work four 10-hour days, they said no. Ditto when I suggested a trial run with telecommuting. They said if they allowed it for me, others would abuse the privilege. This place discourages creativity and productivity. I’ve got to go.

Strategy

Your hoped-for result is to keep your good workers. This means learning the real reasons you are losing people you trained.

1. Conduct friendly, sincere, nonthreatening exit interviews. Stop feeling sorry for yourself and put aside your resentment long enough to listen to what's behind the anger. Determine what is more important to these employees than a higher salary. Sometimes, quitters are more candid when speaking with a Human Resources representative than with their ex-boss.
2. Decide what you are willing to change. What can you offer that would be mutually acceptable? If your workers aren’t always in the workplace, a quick phone call or text would let you reach them when issues arise. Could you extend privileges to those highly productive employees who have earned your trust? How else could you loosen the reins to empower employees and treat them as responsible adults in the modern workplace?
3. Engage your remaining employees. Your employees may feel trapped, afraid to say why they’re angry with you or at the organization. Clear up misunderstandings by sending the message, “What can we do to make things better?" Act on any practical feedback or suggestions. Let your employees know that you hear them and that you are committed to making changes that will benefit everyone.

When you can’t tempt employees with more money, show more trust and respect. Angry, frustrated, and impatient workers may feel their value is ignored. Empower them. And negotiate changes that benefit all of you.

Copyright© 2023 Amy Cooper Hakim