Here’s Why Your Skilled Trades Employees Are Quitting
Losing a fantastic worker can be terrible. Not only are you losing a great team member, you also have to locate, on-board and train a replacement, all of which have costs.
Sometimes an employee leaves for reasons that have nothing to do with the job or your company. Maybe they moved out of the area for personal reasons, or were offered a job opportunity they could not refuse. But what about the times when an employee leaves specifically because of their situation with your company?
Outside of personal-life reasons, these are the reasons why skilled trade employees may be leaving your company.
A bad boss
Studies have shown that a bad relationship with a supervisor is the top reason people quit a job. While bosses and employees don’t need to be best buddies, they should have a mutual respect based in constructive communication.
They’re stuck in place
Some people like the steadiness of coming into the same job, with the same job duties, year after year for 20 or 30 years. Other people want to challenge themselves and feel like they’re moving forward in their career. These folks always look for something to aspire to professionally.
If you have people with career ambitions on your staff, and you definitely do, you need to put a career ladder or framework for advancement in front of them. Otherwise, they’ll look for it somewhere else.
Prioritizing profits over job satisfaction
When a business prioritizes its financial well-being over the satisfaction of its employees, many employees will go elsewhere the second they have the opportunity. Over time, this results in a group of employees who are to mediocre or apathetic to move on, resulting in underperformance, low morale and constant employer-employee conflict.
Work that feels meaningless
Employees don’t have to feel like they are saving the world to stick with an employer. However, they should feel like the work they do has personal meaning for them. Meaningful work might cause someone to feel like an important team member, a sense of pride in what they do or like it is contributing to their career advancement.
While employees are completely passive when it comes to a company culture, the tone of that culture is set at the top. If workers are underpaid and untrusted while managers get special treatment, the workers will see the company culture as deeply unfair, and will look for the exit doors as a result.
An inefficient recognition program
Employee recognition programs are only effective if they seem fair and recognition is tied to specific results. Employers should also strive to acknowledge staff members that produce consistent results, in addition to acknowledging those who provide extraordinary results.
Tired of dealing with turnover? Let us help you find employees who will bring value to your organization, and stay. At LTI, we support all of our clients’ employee engagement efforts. If your company is currently looking for a talent acquisition partner, please contact us today.