You’ve heard all the grumbling about how how many employees are ready to look for new jobs. But just how likely is your company to see a parade out the door?
Here’s a checklist from employment law attorneys Michael R. Greco and Christopher P. Stief.
Is employee morale down?
The most obvious danger sign. Here’s the key: You want to know if your employees are unhappy before your competitors do. With today’s widespread use of social networks, it doesn’t take long for the low-morale virus to spread.
What kind of shape is your industry in?
Employees working in industries facing increased regulation or uncertainty about tomorrow’s profitability are more apt to want to leave to find a more stable environment, Greco and Stief say.
What you can do: Be open and honest. Don’t leave your employees guessing about what’s going on. Employees who feel like they are being kept in the know are less likely to bolt for the door when turbulence is afoot.
Are you experiencing turnover at the top?
CEO turnover is higher than ever, Greco and Stief say, and that can cause a chain reaction of defections.
What you can do: Again, open and honest communication with employees is paramount. And involving top managers in the transition process will help to make employees feel like they have someone to go to with concerns about where the company’s heading.
Do employees feel you’re sharing the bounty?
During the recent economic downturn, many employers were forced to tighten their belts. In turn, employees were asked to make sacrifices — and most were happy to do so.
But there’s been a lot of news about how the economy’s rebounded, and don’t think your employees haven’t heard it.
What you can do: Many workers seem to feel they’re overdue for a little payback for all those sacrifices.That doesn’t necesarily mean bonuses or raises, Stief and Greco say. Ambitious employees are always looking to improve themselves. Consider offering employees special training opportunities — which could turn into promotion possibilities down the road.
