You have a big vision for your business.
And your people are your most valuable asset to help you achieve that vision.
But employees often seem to be the main source of stress, frustration, and your inability to make rapid or consistent progress.
That’s how it feels right?
Is this an issue for you? Well, let’s take a closer look.
Are your thoughts and your time too often consumed by the turmoil of employees who:
- Suddenly quit and put you under pressure to quickly find a replacement that’s better than merely acceptable?
- Probably need to be fired but you hate to have to deal with the hiring process all over again, while secretly fearing that the next person won’t be any better anyway?
- Talk behind your back and poison the minds and enthusiasm of their co-workers? (Maybe you don’t know this is going on, unless like someone I know, you heard it through your video monitoring system)
- Aren’t really as engaged or productive as you need them to be? (Research reveals that 85% of employees aren’t engaged so the odds are high this one will be true for you)
- Cost you money, sabotage your mission, and steal your joy?
Unless your business is one of the rare ones that already has an exceptional workplace culture, or you have found a way to remain blissfully ignorant, then I bet your thoughts about employee problems are more frequent than you’d like to admit.
How do I know that?
I’ve been in those troubling circumstances as a business owner more times than I care to remember; I’ve walked through them with countless other business owners and HR decision-makers over the years; the research says so; and also because human relationships are rarely easy.
I find that most businesses tend to have either excessive employee turnover or subpar productivity or both.
Neither of these is a recipe for business success or an enjoyable work environment.
Some clients tell me they don’t have a turnover issue but upon closer scrutiny the reason they don’t is because they are tolerating employees who are a poor fit, aren’t enthusiastic, and who produce at a less than ideal level.
These people often prefer to stay so they can continue receiving a paycheck. Usually there is no malice of intent. It’s simply more secure for them than leaving.
And you’d rather keep them and give them more paychecks because that feels easier than the work of replacing them, or figuring out how to replace them effectively.
While you focus on marketing, technology, systems, and procedures (all important to be sure); the biggest hole in the bottom of your business growth bucket is typically the problem with your people.
I see this scenario playing out to some degree in nearly every workplace with which I interact.
(Side note: Frequently the primary problem lies with the leadership, either yours or someone else’s on your team. Gallup says that the manager accounts for 70% of the variance in employee engagement. But that’s a different post.)
High employee turnover is extremely costly. Ignoring or tolerating people issues in your workplace to avoid turnover is extremely costly as well. The cost is financial but also mental, emotional, and spiritual. It threatens your vision and taxes your will.
I’m sure you’re with me on this one.
This is not only true for you as the business owner or other company leader. The negative effects of this turnover/toleration nightmare will impact your teams and the people you serve far more than you imagine.
So what the heck is going on?
Written by Matthew Norton – People + Purpose
January 13, 2021