A recent Gallup survey completed by 7,200 adults who had left a job at some point showed a staggering 54% left not because of low pay, boredom or even a better offer. They left because of their boss and his/her inability to give clear guidelines around what was expected of them in their role. In this presentation we'll take a look at 6 simple tips you can employ to make sure you're providing your team with the guidance and support they need to be happy in their job, to make progress and to stay in regular communication with you. Learn how to reduce voluntary employee attrition and keep your best people around for years to come.

1. Why your best employees leave -
and what to do about it

2. Gallup recently surveyed 7,200 adults who
had left a job at some point

3. … and 54% of them left
for the same reason

4. It wasn’t their pay

5. It wasn’t their pay
It wasn’t boredom

6. It wasn’t their pay
It wasn’t boredom
It wasn’t a better job offer

7. It wasn’t their pay
It wasn’t boredom
It wasn’t a better job offer

8. So what can you do to prevent your best
people from leaving?

9. We’re glad you asked...

10. “The survey found that workers feel like they’re given
little guidance for understanding what’s expected of
them.”
Lauren Weber, Wall Street Journal

11. Employees with managers that helped set
their work priorities were much happier and
less likely to leave

12. Here are 6 tips to help your employees
set their work priorities:

13. [1] Give them S.M.A.R.T. goals
S.M.A.R.T. goals are Specific, Measurable, Achievable, Relevant and
Time-Bound. Let them know what you need done and by when.

14. [2] Tell them why
Charlie Munger is Warren Buffett’s right hand man. His driving principle is
that everyone must understand why a goal is important before committing
to it. He will even go as far as firing managers who delegate goals without
first explaining the why.

15. Don’t wait until the end of the month or quarter to do a formal check-in or
one-on-one. Every week, send a short email asking how they’re
progressing and if there’s anything you can do to help.
[3] Check-in every week

16. Explain how their goals map to your goals, which map to the overall
company goals and objectives. Seeing the bigger picture will give their
work meaning and significance.
[4] Show them the bigger picture

17. No manager works alone and no department should be a silo. Share the
goals of your direct reports amongst each other and encourage them to
collaborate and assist each other regularly.
[5] Share goals amongst the team

18. Stretch goals are important, but they should be seen as “in addition to”
goals, not “must complete” goals. Reward big stretch goals with an
appropriate bonus, like a paid holiday or gift cards as appropriate.
[6] Stretch, but not too much

19. 1. Give them S.M.A.R.T. goals
2. Tell them why
3. Check-in every few days
4. Show them the bigger picture
5. Share goals amongst the team
6. Stretch, but not too much
Here they are again:

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21. Regular communication was also key to
driving high engagement and reducing
voluntary attrition

22. “Gallup found that workers whose managers hold regular meetings are three times
more likely to be engaged... Workers said they want to be in contact with bosses on
a daily basis, and not just about sales targets or an upcoming presentation: they
want their manager to take an interest in their personal lives, too.”
Lauren Weber, Wall Street Journal

23. “Clarity of expectations is perhaps the most basic of
employee needs and is vital to performance”
Gallup Study

24. Are you in frequent communication with your
team and do you give them guidance on
what’s expected of them?

25. Try PeopleSpark free
Growing fast?
Don't lose your culture. Check-in with your team
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26. Learn how to build an incredible company.
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