by Linda Finkle
It’s always a sad story when an employee leaves an organization.
The hiring process entails investment in money, time, and effort but all these investments are wasted once your new hire starts to think of resigning or jumping ship. Yes, the employee is still working for your company, but his mind is wandering about, thinking of where to apply next!
Recent reports say that the job market is continuously widening as the labor force of experienced employees shrinks. This comes as sad news to employers; now more than ever they need to amplify their efforts to implement employee retention strategies, so the top performers are satisfied with their jobs.
Employee turnover means money wasted and a gap in the business process until the vacated position is filled.
To prevent this, you should map out a new-hire’s career plan very early -before they can harbor any negative thoughts about their officemates or you, get bored of their work or considering resigning.
Let’s begin with the recruitment process…
At this early stage, employers must make an effort to convince new hires to buy into the organization’s mission, vision, and philosophy. A satisfied employee is one that knows they belong to a company that values them and that have business goals in alignment with theirs. When these areas are covered early on, employee job satisfaction will be higher.
This is where a career development plan fits into place. Each employee, no matter their position in the organization, needs to be assured that their leaders have a full proof plan for their career growth in the long-term. This goes beyond offering continuous salary increases, but assuring people that there is room for growth and success within the organization. In short, employees need the assurance that they won’t stay in their current position forever or will acquire new skills, given that they are doing well.
Informing employees about the existence of a career development plan will not only increase employee job satisfaction, it will also solve several employee retention issues. If someone considers resigning because of “lack of opportunities for growth,” then you can show them the career-progression plan and give them different options for movement.
No business would settle for second best, we all want to get the top performing applicants; to do this you need an impressive career development plan. Just imagine the reaction of short-listed applicants, when you tell them about the options available to them and possible trajectory of their career once they start working for you.
Many organizations have spent good money trying to solve employee retention and employee job satisfaction issues. What they’re missing is the key role played by a career development plan. This seemingly simple strategic plan may mean happier, more satisfied workers willing to stick with you for years.
Don’t waste any more time; make sure you have a career development plan in place before another one of your top performing employees think of leaving.