report from last year found that 37% of employees responding to their survey
were planning to leave their current jobs. Of those looking to flee the nest,
33% said that they were leaving because of the organisation they worked for, 29%
because of their role, and 20% as a result of their direct line manager.
somewhat subvert the commonly understood idea that people leave managers, not
jobs, and raises the question of whether this necessitates a change in approach
for organisations looking to retain their talent.
An employee’s connection to their organisation –
or the lack thereof – will flow from an individual’s motivations and personal
values. Somebody driven towards higher and higher success is unlikely to find
long-term satisfaction in a company with a ponderous or cautious approach to
developing their business. Similarly, somebody with a strong moral core might
choose to leave a company that has made the headlines for poor corporate
accountability. Regular feedback and coaching sessions can help to demonstrate
how employees’ ambitions and values align with your organisation, providing you
with ongoing opportunities to remind an employee what it was that attracted them
to your organisation in the first place.
People will often lose interest and engagement in
their role because it has failed to change and grow as they have. Most employees
don’t want to remain entirely static and instead want a job that develops as
they gain experience and add new skills. As an employer, it is important to
allow room to achieve this growth, and to be flexible in terms of adding
responsibilities and new duties to a role. Employees will stay engaged in a job
that tests them with new activities, and will approach even old challenges with
TalentQ’s research might have found that the
employee-manager relationship is less important than expected for a departing
employee, but an organisation still underestimates it at their peril. Investing
in skills development for your managers, and encouraging a supportive, coaching
culture throughout your organisation is an important step in bolstering
employees’ engagement with their line managers.