Push Vs. Pull: Why Your Employees Are Leaving?
There are many reasons that employees leave an organization, and it is important to understand, track, and analyze those reasons. In order to retain and engage employees, your organization should make an effort to understand if employees are being pushed or pulled out of your organization.
Push factors are aspects that you, as an organization, have control over. These factors include poor leadership, lack of career development and unclear career paths, lack of recognition, non-competitive pay and benefits, and/or poor communication to name a few. These are the factors you should be focusing on improving.
Pull factors are factors from the outside of your organization. These factors include another company’s total rewards package, an employee’s desire to change careers, family obligations, and office location to name a few. Your organization does not have much influence over these factors, but you should be aware of them nonetheless. Strengthening employee engagement efforts such as career development, recognition, communications, and leadership will lessen the power of pull factors on your employees.
Employee exit interviews are an important tool for evaluating employee engagement and turnover. Regardless of why an employee leaves, employee exit interviews provide a plethora of useful information to employers. Organizations can use the results they receive from employee exit interviews to improve employee retention and track trends in turnover and employee satisfaction.
Are you currently tracking and analyzing the reasons for your employee departures?
If not, consider using an Employee Exit Interview. It is best to conduct the exit interview in person as the most comprehensive information arises out of face-to-face conversations. Also consider using a non-partisan third-party to conduct employee exit interviews to ensure company objectivity and encourage honest responses from your departing employees. Here’s a free copy to help get you started below.