People want their work to have meaning, or at least some kind of purpose. They’re your best asset when it comes to diagnosing what’s going haywire at your organization. It’s up to leadership to listen- really listen-to people at every level in the organization. This helps your organization identify common issues, track their origins, and start making changes and (hopefully) improvements. One way to confront this problem is to regularly perform a comprehensive culture audit. Rather, it’s the result of leadership ignoring or refusing to acknowledge the signs that something’s amiss. Contrary to popular belief, toxic culture doesn’t arise from a few bad seeds. Solution: This is one of the more difficult to prevent causes of employee turnover. Self-preservation will always trump a worker’s commitment to their employer, and people are only going to put up with so much. That company might have the best possible people for the job, but those people will run for the hills as soon as they connect their increasing stress levels, tanking physical and mental health, and eroding motivation with their toxic culture. If an organization exhibits some of the tell-tale signs of a toxic culture, retention rates will suffer. In other words, the type of corporate culture that sabotages morale, scares away new talent, and actively drives away its best people. And no, I don’t mean an employee who doesn’t fit in with the workplace culture I mean a culture that doesn’t fit its people. One of the most common yet often misunderstood causes of employee turnover is poor culture fit. In this article we’ll look at five major causes of employee turnover and explain how you can prevent them before it’s too late.
So, why are your people fleeing your organization? Although we’d like to think our people are reluctant to leave our organization, except perhaps to progress in their careers, more often than not it’s poor employee experience that’s driving them away.Īlthough turnover drivers may look and feel different company by company, there are a few common threads that start to crop up.
More importantly, high voluntary turnover is usually a symptom of deeper organizational problems that need to be addressed. It’s costly, time-consuming, and can have a detrimental effect on your people’s morale. Why? Because a persistently high voluntary turnover rate can cause a lot of strain on even the most robust organizations. This article will cover the employees who leave on their own accord. There are employees who leave for their own reasons (voluntarily) and those who are let go (involuntarily). Employee turnover describes the number or percentage of employees who leave your organization and will need to be replaced.