Asked why their employees are leaving, one HR Director recently said to me, “who cares, I can replace them in no time at all.” While it is easy to replace a warm body because of our current economy, one must ask why the existing talent left in the first place.
This particular company is known for its hostile work environment. The CEO is close to being a tyrant, and anyone that disagrees with him is either asked to leave, terminated or leaves on their own terms. And because he is also Chairman of the Board, the Board of Directors won’t be terminating him anytime soon either.
If there is a silver lining, it is in an environment called Glassdoor.com where employees are spelling out the real working environment in rich details. I have a couple of companies that I visit Glassdoor at least once a month to read the latest feedback. Now while one of these companies (a close second to my example above) regularly pays employees for positive feedback on Glassdoor to offset the negative feedback, they still can’t hide the facts. New applicants should always check out this environment before accepting any job offer, and I would suggest they do this before the first interview.
So we have a company that hires people, provides a salary and benefits along with a hostile work environment, and then doesn’t give a damn when an employee quits because they can always find another warm body that needs a paycheck. This is such a sad state of affairs, and it is made worse by a complacent HR Director that ought to be drummed out of the industry for such wanted disregard of the employee population.
Now while this company can be turned around with a new CEO and subsequent change in corporate culture, my focus today is on knowing why any employee would resign from your company. Maybe they got an awesome opportunity that is not available at your company, or a sizeable bump in salary that you are unable to match. These are good reasons for the resignation, and worth collecting the data.
But if you are lacking in areas like employee development, benefits, or you have a loose cannon manager driving away talent, you should be trying to change things to retain people. Retention is always better than Recruitment yet for some HR functions, they would rather look indispensable because of all their openings that need to be filled.
When employees leave your company, is there an effort to discover why?