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Employee turnover – the Ultimate Organizational Disrupter

Have you lain awake at night thinking “What am I going to do now?” You just lost a key employee or an employee who you had plans for in the future. Or maybe you are just losing too many of the employees who make up the back bone of your company.

Disrupt

  1. Interrupt an event, activity, or process by causing a disturbance or problem,
  2. Drastically alter or destroy the structure of something
  3. Throw into confusion or disorder

In today’s business world “disrupting” can be seen as a positive thing. To disrupt is to challenge conventional thinking. People Profits sees itself as a disrupter in that sense of the word. However, in most cases disrupting is a very negative thing.

How many times have you been in the middle of a project and a key player resigns? The project is completely disrupted and sometimes must either be delayed or abandoned. The cost can be calculated in expense; but, many times the opportunity lost can be in the millions of $$$.

When I was first thrown into managing the greatest asset the problem was simple:

  1. The backbone of our company was senior technicians - they made us money.
  2. Everyone else supported them.
  3. They were leaving so fast we could not replace them.
  4. We were on the edge of failing as an organization.

We had to learn quickly what the root causes of our turnover were and what needed to happen to stop the bleeding.

90% of the corrective actions had one thing in common – they were proactive. We got out of the business of fighting fires and started building proactive strategies and systems.

You can spend your time, efforts and money identifying and completing the proactive items which will eliminate or minimize the root causes of the disruptions. Or you can spend dramatically more time, effort and money on the reactive emergency measures.

Which course do you think would lead to a stronger organization with higher revenues and profits?