As one of Staunton’s leading staffing agencies, Adams & Garth knows turnover is normal at every company, and some of it is even healthy. However, if you have a top-performing team member – and they quit – it can seriously impact productivity and morale. But what if you find out a star employee is looking for a new job, yet hasn’t committed to making a move? Then there’s still time. It’s up to you to make the case as to why they should stay. Here’s how:
Set up a time to talk.
If you find out a top employee is searching for a new job, then it’s time to get pro-active. Set up a time to discuss the situation privately with them. Don’t do it via email. This type of situation requires face-to-face interaction; or, if you’re in different locales, then at least a phone call.
Think about what you’re going to say.
Before the meeting, prepare what points you want to cover and questions to ask during it. For instance, you may want to inquire about their relationship with their co-workers, whether they feel like they’re being challenged on the job, or if their contributions are recognized. These are each factors that could be contributing to the person’s desire to leave.
Don’t get defensive.
It’s easy to get upset when you find out a top employee could be leaving. But during your meeting, don’t berate them or get angry about their job search activities. If you do, you’re simply going to push them further out the door.
Instead, try to get to the root of the matter – why they are thinking of leaving – so you can entice them to stay. So what exactly do you say? You can kick off the conversation with the following:
“I have a sense that you’re thinking of resigning. You don’t have to confirm or deny it. But I just want you to know how much I value your contributions to the company. With that in mind, are there any areas of your job or concerns you’d like to discuss? I’d really like to keep you on board.”
When your employee responds, truly listen to what they are saying. You may be surprised by their feedback.
Look at the experience as a learning opportunity.
Whether the employee ends up leaving or not, you can still learn from the experience. Assess where you missed the mark and how you can make improvements going forward – all so you don’t lose top employees in the future.
Do you need more help attracting superstars to your company? Call the experts at Adams & Garth. As one of Staunton’s leading staffing agencies, we can take the hassle out of hiring for you, so you can focus on other priorities. Contact Adams & Garth today to learn more.