¿Qué haces si tus empleados se desvinculan y se van?

If employees are disengaged and leaving, assess the situation, implement changes addressing causes, encourage open communication, monitor progress, and consider external support to create a more engaging work environment and reduce turnover.

First, take a step back and assess the situation. Understand why they're disengaged and leaving. It could be due to poor leadership, lack of recognition, or a toxic work environment. Once you've pinpointed the issues, take decisive action. Improve communication, provide opportunities for growth, and foster a positive culture. Show genuine appreciation for their contributions and address any underlying issues. Remember, your team's success depends on their engagement and commitment.

Identifying the root causes of employee disengagement is crucial for developing effective interventions. This approach not only signals to employees that their voices are heard and valued but also enables leaders to tailor strategies that address specific issues, leading to more meaningful and sustainable engagement improvements.

Most often when employees are disengaged and leaving there is a disconnect happening, either within the company culture, management, or both. Often this disconnect is fairly serious (such as workplace bullying, disrespect, etc.). It is crucial to find out who the people are that are involved in creating discord in the workplace. Often the entire dynamic is something very below the surface and will require actually getting to the heart of the matter. This will involve empathetically listening to the employees one-by-one and giving them the freedom to communicate openly about the politics poorly effecting company morale.

You're starting at the wrong point. Stop assuming disengagement - however that's defined these days - and really understand the cause of them leaving. But understand, if people are suddenly leaving and they have not confided in you prior to making that decision, they are probably not going to share now because, quite frankly, in 99% of situations the reason they leave is you. You have not created a compelling reason for them to keep providing their skills, their care, their professional future or their professional reputation to you or your team. So, if you really want to find out and you want to talk to them, do so one on one, and ask them straight: "I have clearly not given you a reason to stay here, what should I have done differently?"

In my experience, open dialogue is like fixing a blurry picture. You wouldn't just adjust the brightness without knowing what's out of focus, right? Creating a safe space for honest conversations allows for clear communication channels. One thing I've found helpful is to ask clarifying questions and show genuine interest in your team's concerns. This active engagement demonstrates that you value their input and are committed to a solution!

Encouraging open communication is crucial to addressing disengagement issues. Create a safe space where employees can express their thoughts and feelings without fear of reprisal. This may involve regular team meetings or an open-door policy. By fostering a culture of trust and openness, you will not only understand why employees are disenchanted but also demonstrate that you value their input and are committed to making positive changes.

Instead of waiting to ask, "What could have kept you?" in an Exit Interview, find out what's keeping them long before they're on the verge of leaving. Conduct regular Stay Interviews with your team to understand what keeps them motivated, happy, and successful. ⏵ What keeps you here? ⏵ What demotivates you? ⏵ If you had a magic wand, what one thing would you change? ⏵ What have you encountered with a previous employer that you wish you could have here? ⏵ What are you learning here? ⏵ What might tempt you to leave? ⏵ What can I do, as your manager, to improve your situation? Take action based on what you've learned from each employee. You may not be able to offer everything they want, but work with them to find reasonable compromises.

Communication is crucial. Schedule regular one-on-one meetings with employees to discuss their concerns and aspirations. Create open forums where employees feel comfortable voicing their opinions and suggestions. Actively listening to your team is the first step towards addressing their needs.

If you notice that your employees are disengaged and leaving the organization, it's crucial to address the situation promptly and effectively. Here's what you can do: Conduct Exit Interviews, Identify Root Causes, Address Immediate Concerns, Improve Communication, Provide Growth Opportunities, Recognize and Reward Performance, Improve Leadership Effectiveness, Enhance Work-Life Balance, Address Cultural Issues, and Monitor Progress and Adapt. By taking proactive steps to address employee disengagement and turnover, you can create a more engaged, motivated, and productive workforce, leading to improved organizational performance and success.

Employees need to feel supported. Offer resources like professional development opportunities, mentorship programs, or access to mental health resources. Invest in their well-being and show them you care about their growth and success.

Supporting the growth and well-being of employees is crucial. Consider implementing mentorship programs where experienced team members can guide and support less experienced colleagues. This not only provides professional development opportunities but also fosters meaningful relationships in the workplace. Additionally, ensure employees have access to resources to perform their jobs effectively and maintain a healthy work-life balance.

Recognition greatly boosts employee morale. Acknowledge your team's hard work and achievements through a simple "thank you," public recognition, or rewards. When employees feel valued, they are more likely to be engaged and committed to their work. Ensure your recognition is timely, specific, and tied to actual accomplishments for the greatest impact.

Everyone likes to feel appreciated. Implement a recognition program that celebrates achievements, both big and small. Public praise, bonus structures, or even small gestures of appreciation can go a long way in boosting morale and motivation.

Remember - people leave. And that's perfectly fine when that happens. They owe you no loyalty or duty. What you have/had was a professional relationship where they would provide agreed services to support and enhance your business cause and in return you would provide ... whatever was agreed to (compensation, training, equity... etc). Whilst their personal ambitions and vision align with their work with you / for you, they remain. The moment that alignment disappears, they will look for options and move to an environment that better supports their personal goals, needs and ambitions. You want people to stay, don't just give them a reason. Align what they get, with what they need.

An important aspect often overlooked in addressing employee disengagement is the role of middle management. Effective middle managers act as a bridge between the company’s leadership and its employees, directly influencing employee satisfaction and retention. Ensuring that middle managers are well-trained in leadership and communication skills can significantly improve their ability to keep teams engaged and motivated. Regular training and feedback for managers can lead to a more positive and productive work environment overall.

Consider conducting exit interviews with departing employees to gather insights into their reasons for disengagement and departure. These conversations can provide valuable feedback to identify recurring issues and areas for improvement within the organization. Additionally, leverage employee feedback platforms or suggestion boxes to continuously monitor the pulse of the workforce and address concerns proactively. By actively listening to departing employees and current staff alike, you can gain a deeper understanding of the root causes of disengagement and implement targeted strategies to enhance employee satisfaction and retention.

In my experience as an executive coach specializing in career strategy, turnover, and retention continue to be critical issues for employers and leaders. It's crucial to recognize the "human" in human resources and consider what each person wants from their career. As an organization, understanding and addressing these individual aspirations can be key to retaining talent. This involves partnering with employees on their career journeys and creating opportunities for career growth tailored to each employee's goals and strengths. By prioritizing employees' personal and professional growth, organizations create a more engaged and committed team and lessen turnover.