Life is too short to hate your job. That’s what we were all told growing up and as a Millennial, we were programmed to believe we must love what we do in order to excel. Unfortunately, 60 percent of millennials are quitting the jobs they thought were the ones of their dreams. Even more, many are leaving their positions within the first three years or less. That turnover is costing companies money, time and confidence. With that stat in mind, what can be done to curb employees from leaving? First and foremost, consider your role in their career at your office.
Employees Quit Leaders
In fact, 75 percent are quitting managers, not their job. It’s not comfortable to think about, but it is true and something a company leader needs to know. Greg Savage, an established global leader of the recruitment industry, admits that in the beginning of his career as a leader, it was easy to point fingers. When an employee quits, the first response is to look for what is wrong with them or what they could be thinking.
As a human, it’s okay to have those initial thoughts, but the next step is to learn from the loss.
“When they talk about “morale,” when they say, “communication is poor,” when they express frustration at the lack of clarity for their career progression — they are telling you that it’s the leaders they are leaving.” –Greg Savage
It’s Not Completely Hopeless
Chances are there has been a time when personality is all that got in the way. You can’t please everyone and that’s just a life thing, but there if you’re seeing a pattern in employees leaving for reasons similar to those above, you may need to consider some new habits.
Originally posted on Recruiter.com on March 27, 2014