Keeping Employees Happy

Dear, Anita,

I have a hunch that one of my direct reports may be looking for another job. I’d really hate to lose her, as she is so dependable and, after being with us for four years, really knows the ins and outs of the business. We did give her a 3% raise about 5 months ago, so it’s too early to give her another pay bump. What else can our company do to keep her happy here?

Dear, Sweating Bullets,

There are numerous studies on the reasons that people leave their jobs. I won’t make you feel terrible by quoting “The Savage Truth” blog: “It’s not the company they are leaving. It’s you.” Whoopsie.

Most managers assume it’s about the money. PricewaterhouseCoopers found that compensation was actually number 3 on the list, with limited career/promotion opportunities and lack of respect/support from supervisors as number 1 and 2, respectively.  A survey by Staffing Industry Analysts found the top three reasons employees left a staffing job were bad management, bad environment, and a lack of opportunity. Entrepreneur cites advancement, work/life balance, and money as the top 3 reasons people leave jobs.

So what can you do to manage your team in a positive environment where workers feel valued and have room for professional growth?

It may be helpful to look at businesses people are dying to work for — such as Google, named a “Best Place To Work” by Fortune and Glassdoor’s 2015 Employees’ Choice Awards. Not every company can offer on-site haircuts and dry-cleaning, subsidized massages, and rec rooms equipped with foosball and video games, but there are feasible things you can do. When Google changed its maternity leave from a 12-week plan to 5 months taken at the new mom’s discretion, the attrition rate for new mothers reduced by 50%. According to the Society for Human Resource Management (SHRM), the cost to replace and hire new staff is estimated to be 60 percent of an employee’s annual salary. That may be reason enough to keep your current employees satisfied.

The Small Business Administration (SBA) suggests employee incentive programs such as flex time, workplace wellness programs, project completion perks, and corporate memberships.

You didn’t mention your employee’s age, but Generation X may want different perks and purpose than their predecessors. According to researchers Charlotte and Laura Shelton, 51% of Gen Xers said they’d quit if another employer offered them the chance to telecommute and 61% of Gen X women would leave their current jobs if they were offered more flexible hours elsewhere. The top 3 things Gen X want in a job: positive relationships with colleagues, interesting work, and opportunities for learning.

You’ll have to probe to determine what the silver bullet is for this particular staffer and see if your company is willing to make changes not just for her, but to increase employee retention in the future.

Readers: If you were considering leaving your job, what could your employer offer that would make a difference?

Do you have a job-related question? Ask Anita.

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Changing Jobs

Dear, Anita,

I just accepted a new position with my company and am very excited about the opportunity… yet at the same time, I’m feeling really nervous about the change. What are some ways I can overcome my fears?

Dear, “New and Nervous,”

ButterflyCongratulations on this new chapter in your career! Changing jobs is a part of life, and the fear that goes along with each change is only natural. Our human instinct is to stay within a certain comfort zone, develop habits, and stick with routines that are familiar to us. The idea of rocking the boat with change tends to heighten our anxieties and can create unwanted stress.

The key is to simply reset your frame of mind.

  1. Don’t look at change as a bad thing. This is a very exciting time for you! You need to embrace the opportunities that come with it. I often remind myself that life is not a dress rehearsal. We only get one chance to live our life (“YOLO” in Generation Y terms) – to grow, learn new things, and expand our horizons. If you find yourself stuck in a rut for any reason, it’s up to you to make a change for the better.
  2. Get through the fear of the unknown. Take a good look at what’s worrying you. Is it the money? The commute? The new routine? Make a list of all the things you’re concerned about and break down each item. More often than not, you’ll find that some of the things you’re concerned about are trivial – or anxieties you’ve built up in your head that can be easily addressed and resolved. I also think you’ll find that the things you fear most won’t actually happen to you.
  3. Live in the present. Dwelling on your past role or worrying about what your new position is going to be like will only drive you nuts. Don’t miss out on what’s happening TODAY; enjoy those feelings of anticipation and excitement. When you get into the groove of your new position, give it 100%.
  4. Be resourceful. The fact that you’re starting a new position with the same company gives you the upper hand. Most people go through the same jitters – and they’re starting fresh out the gate with little or no experience with the company or environment. Take advantage of the people and resources available to you. Most of your doubts and concerns will quickly fade away as you engage in your new position. Ask questions along the way, and learn everything there is to know about the role and what is expected of you. Once you have a clear picture in your head, you will quickly get into a new rhythm and find yourself in a new routine that works for you (just like the one you’re accustomed to now!)

All in all, change is good, and the time you spend at work should be stimulating, invigorating, and exciting. A friend once told me that if you don’t feel those little butterflies in your stomach anymore in your current role, then it’s time to make a change. So get out that butterfly net and go for it!

Best Wishes,

Anita

Readers: How have you handled the uncertainty that comes with either a promotion or a new job?

Have a question you would like to ask? Visit http://anitaclew.com/ask-anita/.

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Disclaimer

Anita Clew's blog posts are intended for general guidance and should never be taken as legal advice. In all instances where harassment, inequity, or unfair treatment is believed to be present, please consult your HR Department or legal representation.
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