Actual Comments on Why Employees Leave:
“I was with the company for five years without a promotion. I was the most experienced installer in my department with the most knowledge. I applied for an open service tech position and was told that the job was mine. Four months went by and nothing ever came of it.”
The Solution
Misleading employees by promising something and not following through can drive committed employees away from an organization. Follow through in the workplace is critical for every employee, but it’s especially important for upper-level management. When those in managerial roles don’t follow through on promoting employees or any other task, those that report to them lose trust in them and don’t feel as committed to following through themselves. The employee not promoted also has a responsibility for speaking up about the matter.
What managers need to do is:
• Don’t promise what you can’t deliver. If circumstances changed after plans to promote the employee, talk to the person about what has changed.
• Create a culture of accountability. Act as a role model and live up to the standards you hold your employees to. Follow through on your promises and your employees will be more likely to deliver on theirs.
• Stop and think before promising anything. Especially when it comes to promoting employees, make sure you take time to consider the realistic timeline and costs that will come along with the promises you’re making.
• Delegate and ask for help when needed. If you’re finding it difficult to follow through on all of the commitments you’ve made, don’t be afraid to reach out to employees and delegate appropriate tasks.
• If you can’t keep a commitment, admit it. Addressing an insurmountable promise directly is much more effective than ignoring it and letting tension and frustration build.
What employees can do to get the promotions desired:
• Speak up. Don’t let “out of sight, out of mind” become your reality. If you have the impression, something has changed, it probably has. Address your concerns. Promote your accomplishments using facts and not bragging.
• HSD’s exit data shows that exiting employees leaving for promotion is highest between the fifth and 20th years of service. For non-healthcare positions, leaving for promotion is the # 2 most important controllable turnover cause next to the supervisor. Within healthcare, promotions rank sixth in importance as a turnover cause. Employee development discussions are critical throughout the career life span but especially after the first several years with an employer. Don’t wait for your supervisor to initiate the discussion.
• Talk to your manager about your goals. If you are told you are being promoted, ask questions: what will I be doing and how might I best ensure my success, when will it start, where will I work or report do, how will my pay be affected.
• Remember, you are responsible for managing your career, not your manager.
• Set a professional example. What you say and do is always being noticed by others. Avoid drama and politics of the office.
• Demonstrate through action a solid work ethic while at the same time demonstrating personal life balance.
HSD’s exit interview data shows that exiting employees leaving for promotion is highest between the fifth and 20th years of service. For non-healthcare positions, leaving for promotion is the # 2 most important controllable turnover cause next to the supervisor. Within healthcare, promotions rank sixth in importance as a turnover cause. Employee development discussions are critical throughout the career life span but especially after the first several years with an employer. Don’t wait for your supervisor to initiate the discussion.
(This blog post is brought to you by HSD Metrics, an exit interview company that helps companies reduce employee turnover by providing automated reference checking, exit interviews, and by measuring employee retention. The comments from exiting employees that are featured in this blog are collected from actual exit interviews conducted using ExitRight®, HSD Metrics’ exit interviewing service. If you are interested in learning more, contact us today. Because we place the privacy of our clients at the top of our priority list; the names of all involved parties are kept completely confidential.)