Learn how voluntary rotation can be a source of continuous improvement for managers and businesses.
Losing a valuable employee can hurt an organization yet provides an important learning opportunity. Leaders must be able to detect the root cause of such losses to prevent them in the future.
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1. Investigate how/why the employee resigned
- People resign in different ways: it can be in a grateful and coordinated way, or it can be abruptly and sending a specific message to the organization.
- Closely examining resignation styles can help organizations to clearly identify blind spots and problem areas.
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2. Listen to what the closest co-workers of the employee that left have to say
- Although people will not always disclose the true reasons behind their resignation to their closest colleagues, in some cases, the closest coworkers do have a hint.
- HR must guarantee discretion and that this information will only be used to improve the organization.
- If HR has good working relationships with its employees, the team conversations or meetings are more likely to be constructive.
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3. Examine what the employee does after leaving
- It is important for HR to know what former employees do after leaving the organization in order to take actions to increase retention levels.
- It is always fruitful to periodically analyze the culture, development programs, and the compensations and benefits scheme of an organization to determine the reasons behind talent loss.