If You Think Your Employees are Going to Quit, Let Them!
Why do great employees quit?
Employees have a multitude of reasons for leaving a job—some of which have nothing to do with their workplace at all. Such reasons are frequently highly motivating for the employee to pursue new employment, and there’s usually not much that you can do as a business that will persuade them to stay on long-term.
Changing family needs
Employees quit frequently because the needs of their families evolve. Sometimes there is increasing pressure for them to care for ailing parents, to provide a better or more stable family life for their children, or perhaps just to spend more time with their loved ones.
Whatever the case, it’s rare that an employee will be convinced to stay on with your business at the cost of their family (not to mention, it’s a little unethical to pressure them to do so).
Changing personal needs
It’s possible that your employee has growing personal concerns that cannot be waylaid forever. They might be concerned about something serious like their health, but they might also feel like they need to relocate or pursue a different passion.
Again, such needs or desires are very difficult to overcome, and you probably should not even try because dismissing your employee’s personal needs is only going to make your relationship worse.
Job dissatisfaction
Job dissatisfaction is a general term that encompasses basically all of your employees’ needs concerning your business. If your employees don’t feel like they have open channels for feedback or that their feedback is regularly dismissed and problems left unattended, retaining them will be almost impossible.
You should at least set up systems for effective communication and reach a middle ground wherever possible. This is a crucial element of a successful, employee-focused company culture.
What to say to an employee who resigns?
Be understanding
If your employees’ external needs are insurmountable, the best thing you can do is try to be understanding. Quitting is already a stressful experience, and the chances are that a happy employee is not looking forward to the instability ahead.
Providing them with a comfortable environment to leave also increases their motivation for properly documenting their job procedures before leaving or training a new employee. They might even consider returning to the company if their circumstances change in the future.
Negotiate
A common question for most exit interviews is why are you leaving? Sometimes a concern comes up that can be resolved easily, but this is usually a best-case scenario and not all that common if your company is running well and dealing with employee concerns promptly.
Regardless, it’s important to note why your employees are leaving because over time this question will reveal trends in why people are leaving.
Keep in contact
Open channels of communication with your employees before they quit makes them feel valued at your company, but these channels are valuable for building genuine personal connections as well. Your employees are of course an asset to your company, but there’s no reason you should stop talking to them just because they’ve left.
Keeping in touch with your old employees is ultimately what will convince them to return as well. Those emotions also help them align better with your company’s vision.
Why should you let employees quit?
Your company culture is precious
It’s hard to cultivate an atmosphere that’s motivating, engaging, and ultimately fulfils your company’s vision. Employees who are dissatisfied or even just underperforming in their roles can not only have a demotivating effect on their co-workers, they’re also very likely to be less productive than if you simply replaced them. You should be clever about your employee retention practices and instead focus your efforts on the employees who truly feel passionate about what your business brings to the world.
They might abuse retention incentives
Sometimes employees quit for extremely compelling reasons. In such cases, offering well-intentioned incentives like promotions or raises allow the employee to instead spin those off as leverage for a better position or compensation elsewhere. This is especially common if the employee has felt unacknowledged for a long time. This can negatively affect your other employees’ morale.
While letting employees go is always stressful in the short term because of the value that they bring to your business, it is inevitable. Few companies retain their best employees forever, and no company retains all its employees indefinitely.There are good ways and good reasons to part ways with an employee, and excellent reasons to stay in touch. In the long run, it’s better for your business to let people go strategically and retain a positive relationship with former workers.
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