Why do Good Employees Leave? Arcus asked 185 senior HR executives this question last month. The findings were surprising.
It appears the top reason why good employees leave is their immediate supervisor. This individual has the single biggest impact on the professional growth, performance and job satisfaction of staff members. It appears most organizations conduct employee satisfaction surveys but very few actually take a deep dive into the top 5 drivers of satisfaction to understand the dynamics at play at a micro level. Our research indicates that the primary focus of satisfaction surveys needs to be on group interactions that take place on a daily basis between employees above, below and at the same level within organisations.
Drivers of satisfaction and dissatisfaction
Understanding these interactions will provide clues on the drivers of satisfaction and dissatisfaction across a range of 25 triggers that Arcus has identified and measured in over 20 employee satisfaction surveys. This bench marking process provides invaluable insights into how these group dynamics are working vs. other peer organizations of the same size and scale. For example, the group dynamics are simpler in smaller organizations. However, once you get to 150+ employees, there tends to be a significant increase in the silos within these organisations and the decision making process is undermined by limited or strategic information sharing. As a result, the level of transparency and velocity around decisions gets eroded rapidly., especially when contentious issues that impact budgets, resources and processes come into play.
How do you keep good employees?
The first step is to understand how employees interact across the eco-system. this may involve an in-depth look at how decisions are made and how information flows within an organization. Once the decision flow eco-system has been developed, layer and benchmark the best in class organisations to see if information and decision flow are consistent with the way it works in your organization. If not, look for bottle necks on where these variables break down. Arcus has found that out of the 25 drivers analysed, a key driver is job security. Do employees feel they are valued and are they concerned about their future at the organization? A weighted satisfaction impact assessment of these 25 drivers benchmarked against the best in class standard will provide insights into the top areas where these issues need to be addressed and the managers who may be impacting staff satisfaction the most.
Arcus Change Management Model
Our change model is based on practices of HROS (highly reliable organizations) in sectors with complex operations such as healthcare and nuclear energy. These organizations follow proven methodologies because human errors can have potentially catastrophic consequences. The comprehensive approach integrates process and human dimensions of change. Please review a sample project to learn more about our approach on an engagement.