50 Ways to (Not) Leave Your Employer
We’ve been fortunate at Assurance to win many awards on our Best Place to Work culture, and we always evaluate and make changes to get better. For instance, this year we’re revamping our entire performance review process and ditching the timeworn annual review in favor of continual regular feedback. One goal of this renovation is to keep our great employees from leaving us.
Every time I think about the ways to leave your employer, the song “50 Ways to Leave Your Lover” keeps popping into my head. So, with full apologies to Paul Simon, I’ll use his lyrics by way of example:
Slip Out the Back, Jack…
Some employees leave by checking out while still hanging out. You don’t notice they’re gone until it’s too late. Their engagement slipped because they don’t like the work they're doing or don’t feel valued. And nobody noticed.
Make a New Plan, Stan…
Some employees leave because they know they're not performing well, yet aren’t getting the training, skill-building and feedback to improve. They need a plan, and it’s nowhere in sight.
You Don’t Need to be Coy, Roy…
Some employees leave because they have no idea where they stand; they don’t have regular meetings with their manager and get mixed messages as to how they're doing. While they want honest feedback, their manager provides little assessment until the annual review.
Our new performance process unlocks the conversation to explore all of the facets that may be holding an employee back from their top performance. Engagement is tackled head-on by simply asking our employees what may be limiting their engagement and what's enhancing it.
And, while we won’t dwell on past results, we will look to them specifically to leverage future performance and identify where training and development are needed. An individualized plan will be set that includes two types of goals: performance goals that focus on work results and development goals that focus on the person and their growth.
The entire new process is built on trusting our employees to not beat around the bush, to be direct, open and honest. In turn, our managers must treat that openness like the precious treasure it is and respond with sensitivity and openness in a solutions-focused manner in their new routine of regular helpful, two-way feedback.
If all this works as we expect it to, we'll all benefit from the open communication and focus on the future. And, we’ll never get to the final refrain…
Hop on the bus, Gus. You don’t need to discuss much. Just get yourself free.
Need help creating a new program for your employees? Contact us.
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