In this episode we again visit the idea of the Great Resignation. Karl Ahlrichs joins me for a chat about what C-Level executives need to know.

Check out this post by Karl Ahlrichs

Why Your Employees Quit and How to Prevent It

By Karl Ahlrichs

My employer has hundreds of clients, and I am fortunate to work with some of them as a consultant. Therefore, I have the viewpoint of an inside outsider.  When I was talking with Thom Singer on his Podcast recently, I reflected that I have noticed something powerful - most employees don’t quit because of money, or because the task is too difficult, but because they no longer feel that their boss hears them or cares about them. Here are a few simple reasons why your employees quit and actions that you can take to reduce the chances of having to re-staff.

Listening

It starts with the boss. Based on my unscientific survey of simply asking people why they quit, more than half led with their main motivation for leaving a job was their relationship with their boss. It’s alarming - that communication issues are at least partially responsible for our nation’s high turnover rate. If your employees are unhappy at work, if they don’t feel like they can be honest with you and if they don’t see themselves as part of your team—they may quit. What can you do? Listen to them. Or, as a start, appear to listen to them.

It's not the money

Even if you can offer more money than other employers, that won’t help you retain talent. Money is a very small part of why employees quit (only about 30 percent of workers leave for better pay), and it’s easy to get a wage bump if another employer offers one. The main reason employees leave is because they don’t like their boss or feel valued by them. Disengagement and Resignation

When it comes to disengagement and resignation, relationships are critical. If people feel they can’t talk to their boss, if they feel that their opinions aren’t listened to, or if they feel as though their ideas and contributions aren’t respected, chances are high that they will look for opportunities elsewhere.

Empathy

Good bosses demonstrate empathy by showing their team that they’re invested in them as people and not just employees. They take an interest in what’s going on outside of work, especially when things are difficult. On a surface level, empathy is similar to listening—but it goes beyond simple attention and understanding; it means being willing to say I feel your pain without feeling judged or called out. This kind of management is good for your employee’s health, both physically and mentally.

Mental Health

One of these reasons for quitting your job might be mental health. When an employee is stressed at work, it’s hard to focus on anything else in life. Having mental health support in a company can help employees feel heard and cared for so they don’t feel forced to leave. Building trust and empathy with your employees is important not only to build a better relationship but also keep them around longer. Don’t forget that you need to take care of yourself too! Make sure you look after your own mental health so you can be prepared for what’s ahead.

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