Creating Your Own Staff Turnover – a win win situation?
By Michael Ball, Business Manager
Whilst staff turnover and retention is a concern for employers, the opportunity to bring in new blood into a business is widely recognised as bringing a range of benefits to an organisation. And for an employee, there’s no greater motivation than the prospect of a new job.
But what about people that like the company they work for but have lost enthusiasm for their current role? Or managers that have someone who has been a trusted member of the team for some time but they have become disengaged?
High levels of employee motivation and engagement are fundamental to business success; retaining an employee who is no longer happy in their current position can have a potentially damaging effect on your team, department or company as a whole. And choosing to stay in a role because you are nervous about making a move will do your long term career aspirations no good at all.
I once read some research that stated less than four in 10 employees (39%) are engaged at work, a worrying statistic as a lack of interest in their current role can lead to much lower levels of productivity by employees.
Companies are always looking at ways in which to improve staff retention and indeed high levels of employee turnover can be disruptive and detrimental to the day to day operation of an organisation. But is a certain amount of manageable turnover beneficial for a company? Does the opportunity to bring in fresh blood and change their approach in certain areas reinvigorate the remaining workforce with new ideas and experiences?
Employees themselves also reap major benefits from taking up a new position – and not just financially. The prospect of a new challenge and working with a different team can give a boost to an individual and take their career in a new direction.
Changing roles is a big decision and the prospect of moving to a new company can raise a number of different concerns – what if I can’t deliver in a different position, what if I don’t gel with their colleagues, what if I make the wrong decision about which company to join?
But staying in a position which they no longer enjoy can leave a person feeling demotivated; it doesn’t necessarily mean they have become a ‘bad’ employee, but may have simply reached the natural end of what they can offer the company – and what the company can offer them career wise.
This benefits neither the company nor the individual but both can and should work together improve the situation.
This can be as straight-forward as adopting a programme of staff training right through to a full reassessment of the needs of the business and the skills the employee offers. Perhaps the employee wants to stay with the organisation and they are valued as a member of the team so it’s a matter of identifying a more suitable position within the company.
Understandably, telling your boss that you are not entirely happy in your job is a daunting prospect but in many cases your line manager may be very much aware of your feelings by your conduct, enthusiasm and performance.
I often find that when someone comes to see me about moving jobs, it can be that a new role within their current organisation is what would suit them the most. Companies can be proactive and gain a better understanding as to the needs of their staff, and in effect be able to create their own employee turnover internally and give their workforce and business performance a boost.
Sharp Consultancy specialises in the recruitment of finance and accountancy professionals. With offices in Leeds, Sheffield, Doncaster and Manchester our highly experienced team of consultants recruit for temporary, interim and permanent roles across the full spectrum of positions throughout Yorkshire and the North West.