3 Reasons Employees Leave an Organization

September 15, 2017
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Employees leave companies every day, and as the millennials start taking over the work force, the employee retention rate is continuing to drop. These employees don’t have the sense of company loyalty and engagement that they need to make a long-term commitment to an organization. These are issues that must be addressed from Day 1 and continued to be nurtured throughout an employee’s tenure at a company if you want to keep them. So how do you make that happen?

We have found that there are typically 3 reasons that employees leave an organization, and mentoring can help solve each one.

  1. The employee perceives a lack of career development opportunities within the organization.
    • By participating in a mentoring program, the individual will have help from a mentor to set the necessary targeted competencies needed to define a clear and concise career path. The mentor will have followed a similar career path and will understand how to steer their mentee in the direction to achieve the level of career development that they desire. The mentor will also be able to help the mentee develop the skills necessary to reach their career goals.
    • Mentors will be able to share their professional network with the mentee. The mentee will have the opportunity to feel like a part of the organization from the very beginning through their mentor’s introductions. This improves the individual’s engagement as they become a part of the organizations culture.

       

  2. Employees don’t leave an organization, they leave a manager.
    • Mentoring isn’t just for new employees, it is also for employees that have been promoted into a new position. When an individual takes on a management role, they typically have the skills necessary to perform the required tasks, but they may not have the skills to be a successful manager. By matching this less experienced manager with a more experienced manager, they can receive guidance in developing their management skills. They find out what competencies are valued by the organization and what their management style should look like.
    • Mentoring can also give the new manager a safe environment when seeking guidance for sensitive employee issues that they normally have not faced in the past. Having a mentor allows them to seek advice from someone who has been in the situation before and knows how to properly handle it.

       

  3. Another company offers the employee a “better” opportunity.
    • Because mentoring allows you to solve your career development and management issues, employees are able to create the sense of company loyalty and engagement they need to feel secure in their position within the organization. With the issues out of the way and the mentoring continuing throughout the employees career, opportunities presented from other companies become less attractive.

 

At Insala, we can help you improve employee retention by implementing a mentoring program for your organization. Not only do we have the mentoring software., but with over 30 years of experience, we also have the knowledge to help develop the process and strategy specific to your organization’s mentoring program. For more information about setting up a mentoring program, visit our website.

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