Days When Your Employee are Most Likely to Quit

Days When Your Employee are Most Likely to Quit

We spend a lot of time talking to job seekers who aren’t happy with their current work. We hear a number of factors that can cause employees to look elsewhere. They might be unhappy with their compensation package; they might believe they are deserving of a different role; or, they might be looking to relocate to another city.

Most employers are aware of these reasons but may not realize that there are actually certain dates that can prompt an employee, even a seemingly happy one, to start looking elsewhere. These dates can vary in significance, but all serve the same purpose: they can cause employees to rethink their futures.

Know these days

Essentially, there are three major days that hiring managers should be on the lookout for if they are monitoring internal happiness:

  • • Class reunions
  • • Significant birthdays (such as turning 40 or 50)
  • • Work anniversaries

These dates all prompt measurable spikes in job hunting activity. The dates make sense when you think about it. Class reunions can prompt competition and networking with old peers. Significant birthdays encourage reconsidering life paths. Work anniversaries can indicate the easily missed passage of time.

It should come as no surprise that employees re-evaluate their status at these times and start considering their options. They may begin actively searching for a new opportunity. Fortunately, there are some easy and simple steps diligent hiring managers can take to ensure that they are keeping their talented workers with their own organization for the foreseeable future.

Pay attention to your teams

First, make sure that your HR team has dates like birthdays and work anniversaries on their radar. They have easy access to this information so it should be at the tops of their minds throughout the year. Creating a shareable online calendar specific to employee birthdays and anniversaries could be a good way to get everyone on the same page.

Additionally, your HR team should have an internal recruiter on staff, or have internal recruiting be one of the responsibilities of one of your team members. Companies that employ internal recruiters who inform existing employees of new opportunities within the organization report less turnover and significant savings, thanks to fewer searches that consume time and money at rapid rates. It is always far more efficient to keep existing employees on staff rather than seek new ones.

Show your appreciation

You want to make sure that you are expressing appreciation for employee contributions on a regular basis, not just in the face of notable anniversaries. Making this more consistent will make employees feel more comprehensively valued, as will emphasizing their progress in their roles over their time spent in them. Highlighting their skills and achievements rather than how many times the calendar has turned over will make them consider their own growth rather than just “time served” at a job.

Significant milestones in a person’s life can cause introspection, and your employees are no different. However, you can make sure that they spend this time appreciating their own achievements by emphasizing their progress and paying close attention to their needs and goals.

Are you looking to find the best talent for your company? Contact Award Staffing today to learn how we can help you reach your staffing goals.

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