When this employee retention trainer heard that, red flags automatically went up. I mean they REALLY went up. What most dismayed me is that apparently the employee who was resigning would not 1) Tell any of their co-workers or their boss where they were going to and 2) Would not explain why they were leaving AT All! Not a peep. Not even a word. First, and foremost, I can say that as an HR Leader I NEVER had an employee clam up like that…never! So, when this employee recruitment expert heard this, I immediately said that something is amiss in this department or perhaps even in the organization…but probably the department!
When an employee goes so totally silent, it’s more than an issue of a potential non-compete being violated. In this case, the person was at a level that a non-compete was not even in place. So, why the secrecy? This is either a case where there is probably so much animosity toward the department leader or to the organization that the person simply wants to be gone and wants nothing to do with either one or both. From an employee retention perspective, this should really worry the human resources group in the organization. This person was considered a high potential person. What are the implications for the organization if a high potential person feels that way? Yet, human resources didn’t dig any deeper to find out why.
When HR doesn’t try to go any further to get to the root cause of issues like this, employee retention is going to suffer. Not only do you not find out the problem, you send a message that you don’t care enough to find out. (The “C” in C.R.A.P…Caring, Respect, Appreciation and Praise.) This sends a very negative message to those people that still remain in the organization as well as sets the organization up to see accelerating turnover in that department and potentially in the organization as a whole. This is not a good employee retention strategy!
This employee retention speaker suspects that there must be some real issues with the department leader. Most people want to remain on good graces with their former boss to get a good reference. Clamming up will not do that. Something is going on, so the person has elected to simply shut up. As I always say, “where there’s smoke there is fire.” There is definitely fire in this case and it could be a big blaze!
Remember…Give Your Employees C.R.A.P.® (Caring, Respect, Appreciation and Praise) Why? Because C.R.A.P. Works!
Reach out to me on LinkedIn or call or text me at 414-305-9626 to find out how to Give Your Employees C.R.A.P.®, hear more about the C.RA.P. philosophy AND how this philosophy can reduce employee turnover by 35-80%.