1. Your recruiting department has a 30, 60, 90 day pipeline for the same position.
The fact that your recruiting department is busier than ever recruiting heads to deal with your employee turnover rate may be indicative of bleeding talent.
2. Your organization is viewed as favorably by most employees as is the Republican Party by most Americans.
A recent Gallup survey found that the favorability rating of the Republican party by most Americans had fallen to an all time low of 28% after the most recent government shutdown. Guess what, if your employee engagement surveys are anything close to those numbers, chances are you’re doing something wrong.
3. The words “Over-worked and Underpaid” are a reality in your organization.
It comes as no surprise that employees today have to deal with the reality that we work in an employment market that demands us to do more with less. However, that being said, as employers; you have a responsibility to provide the necessary tools for your employees to be able to accomplish what you ask of them. Unless you have Jesus working at your firm, I wouldn’t expect your employees to be miracle workers.
4. The majority of your training dollars is spent on NHT instead of other employee development initiatives.
If the majority of the work being performed by your training department is New Hire Training, chances are your organization is not focusing enough on employee development. If you want a certain kind of employee or leader and have been hard pressed finding external candidates to fill the roles, maybe you should invest some of your training dollars in helping your current employees achieve your vision of an ideal candidate. Not to mention the benefits of employee morale & engagement. Remember, if your employees are engaged, the less likely you are to lose them to an employer who will keep them engaged.
5. Your organization is losing leadership faster than it can replace them with equally competent persons.
If your employee’s are falling over themselves trying to get out of your organization, guess what; you’re bleeding talent. The only problem with losing not so great talent is that you also lose great talent along with it.
It’s not rocket science to understand that with a sound recruiting strategy, you’re also going to want to implement a sound retention strategy, and if your particular plan isn’t working, gain some input from your employees and go back to the drawing board.
Categories: Employee Relations