The COVID-19 pandemic brought with it a lot of volatility, uncertainty and complexity for many organisations. It is safe to say that organisations had no choice but to re-evaluate their purpose, strategies, business models and organisational cultures in order to survive during and post the pandemic. The survival of these organisations also relied on their employees and their level of engagement and commitment. For most organisations, the unfortunate took place, where they found themselves faced with high staff turnover rates.
The causes of high employee turnover and how to remedy themMisalignment between individual purpose and the organisation's purpose
How often do you hear the phrase "I don't know why it is done that way, I just work here."? It is often taken lightly, but if carefully evaluated, this can be translated into "I don't know how I fit into the bigger picture". This behaviour can be attributed to employees struggling to "see" themselves and the value the add to the vision of the organisation. What to do about it? There are various ways in which organisations can ensure that their employees' personal purposes are aligned with those of the organisations they work for:
Unhealthy / toxic working cultures There is certainly a correlation between an organisation's culture, the happiness of its employees and the organisation's ability to retain them. No organisation starts with an objective to create a toxic working culture, but due to various factors, and over a period of time, if not constantly evaluated, the culture of an organisation can quickly become toxic. What to do about it? Here are some ways in which the health of your organisation's culture can be improved:
Lack of flexibility / autonomy With the pandemic came the option for many employees to work remotely and for some to work anywhere in the world. With this came a better way to integrate work and personal life without compromising either. Some organisations later re-evaluated remote working and demanded that all employees become office based, which was of course not taken well by some employees and thus resulted in the higher number of resignations. What to do about it? Below are some of the ways in which organisations can afford their employees the flexibility they need:
Career development and growth With the need to align personal purpose to an organisation's purpose is also a need for employees to grow and develop in their careers. Failure to create career advancement opportunities for your employees will certainly result in a loss of some of your talented employees. What to do about it?
Retaining employees is not an easy task. There are a lot of factors at play, and without truly evaluating the causes of your high employee turnover, your organisation may find itself without the talent needed to achieve its vision. Gestaldt Consultants are well equipped and available to assist your organisation to change this narrative.
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May 2023
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