414-421-9626 jeff@jeffkortes.com

This employee retention speaker and employee retention author likes to get up early every morning and either hit the CrossFit gym or sit in front of the fireplace and read about employee retention.  Going to the gym is healthier and far less frustrating!  It is amazing the things that one can read about employee retention.  Today, I read an article in DNA that talked about how a lack of employee loyalty among millennials can be a good thing in the tech field.  They stated that the average programmer was leaving after 1.5-2 years.  Then they go on to say that perhaps that is a good thing.  Their rationale…with changing technology perhaps it gives them the opportunity to get people with the current skills they need.  Really?

They talk about this need for skills then in the next sentence they say that it can cost up to a year salary in losses to the company for every person that leaves depending on the skill set.  I find it hard to believe with numbers like that it’s advantageous to have people leaving every 1.5-2 years. And, I can almost bet that nobody has run the numbers to determine if that is in fact the case.  With numbers like that, the organization could be spending a ton of money on ongoing training to keep people current so that they would not have a shortage of critical skills.  It might take some planning but it is hard to believe it’s not cost effective.

This article scares me.  Why?  My fear is that organizations that can’t or won’t get a handle on their employee turnover are now starting to rationalize why employee turnover is a good thing.  A local talk show host in Milwaukee, Mark Behling, always says that rationalization is the second strongest drive.  Clearly, he is right in this case.  My fear is that this is a bunch of executives that find it easier to just blow it off and then move on to the next organization after they have decimated the one they are in.  Unfortunately, that is often the case.  And make no mistake, employee turnover can decimate an organization.

As this employee retention consultant and employee retention trainer has said, this is simple stuff.  It’s just not easy.  It’s time to realize that with employee loyalty there is no easy solution because organizations and society have built that thought into people’s minds and it is now a self-fulfilling prophecy.  Those organizations that want employee loyalty have an uphill battle because of that.  However, those that are willing to fight the battle instead of rationalize it away will be the winners of the war for talent!