In our studies of the 7 Hidden Reasons Employees Leave, we learned about many reasons employees disengage and leave their jobs. Out text cited 76 reasons and even when we discount those considered as unpreventable such as a spouse's job relocation, commuter distance, etc., the list of serious reasons is still around 67. Leigh Branham studied and analyzed all those reasons and then categorized all them into four fundamental needs - as follows:
1. The Need for Trust: Expecting the company and management to deliver on their promises, to be honest and open in all communications, to invest in you, to treat you fairly, and to pay you fairly and on time.
2. The Need to Have Hope: Believing that you will be able to grow professionally, use and develop your skills on the job and through training, and, for many employees, have the opportunity for advancement or career progress, leading to higher earnings.
3. The Need to Feel Worthy and Respected: Feeling confident that if you work hard, do your best, demonstrate commitment, and make meaningful contributions, you will be recognized and rewarded accordingly, shown respect, and regarded as a valued asset, not a cost, to
the organization.
4. The Need to Feel Competent as You Gain Mastery: Expecting that you will be matched to a job that makes good use of your talents and is challenging and that you will receive opportunities to learn to perform the job capably, prepare for future roles, be allowed to see the end results of your work, and obtain regular feedback on your performance.
Assignment:
Put yourself in each of the following listed positions within a business of approximately 8500 employees with an annual voluntary turnover rate of 37%.
Consider and prepare an initiative to effectively engage employees and reduce voluntary turnover over the next 18 months.
For each of the three roles (positions), address the listed questions in a comprehensive and realistic manner - this means present an overall objective and specific initiatives that can feasibly work and produce results - not stating what they "should do", but rather specifically your proposed solution as if you were actually in each of the positions.
Note: Because of your scope of responsibility, authority, and level of influence is significantly different for each of these positions, you must answer for all the questions for each of the positions, this means you will present your response to all the requirements for each of the three positions.
Positions:
• CEO
• Vice President Human Resources
• Department Manager
Assignment Requirements:
• Define and state your overall Engagement Objective
• What specific initiatives will you take to most effectively address each of the Four Fundamental Needs?
• How will you gain leadership "buy-in" to support your proposed initiative?
• Eighteen (18) months following implementation of your initiatives, how will you measure the results i.e what impact your initiatives have had on the organization? - specifically in regarding to employee engagement and voluntary turnover?
• Concluding Statement as to "why" you believe your proposed approach will meet your stated objective.