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Handling Multiple Staff Resignations in a month

By karistetzer ·
We have had 3 staff resignations in a month. Two have been looking for better suited positions, and one just resigned.

It had nothing to do with their management.

What recommendations can you give in handling the situation? We are now having to interview for the 3 vacancies.

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Find out why they left

by Oz_Media In reply to Handling Multiple Staff R ...

Not what they TOLD you they were leaving for but all those LITTLE things that cause people to finally give up on you.

What does your competition do that you don't?

I contract for a company that has people leaving their jobs to go and work with them all the time. They pick up 4 new techs a year due to unhapy staf at competitors. The competitors think they leave for money, room to grow, stability and a host of other things.

They still haven't realized that everyone leaves due to their service manager who is also the office managers wife.

Another competitor of theirs has emplyes leaving all the time to "learn new tasks and move up", whereas the truth is the owner doesn't pay overtime (has an averaging agrement in place) doesn't pay people properly (instead of raises in salary, he gives them COMISSION even though they don't sell anything). You don't have to pay holiday pay on commission so the boss saves and the employees lose. As far as he knows though, they are leaving to move on to bigger ad beter opportunities.

Do some serious internal examinations, put yuorself in the employees place, hous worked compared to net pay, compare THAT to your competitors. Find out the ofice mentality toward staff members and management ( I know you say it isn't management but how can you be sure?) You can't bottom line, you would probably never be told if it was.

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Handling Multiple Staff Resignations in a month

by karistetzer In reply to Find out why they left

It actually isn't salary or the management.

We offered salary increases to keep the staff.

One staff member, didn't want to report to her supervisor, but only to herself. She basically was a lost case. Before she reported to us, no one knew her job; and she held that over her old supervisors. When she came to us, we had 3 staff members learn her job. When she submitted her resignation, we accepted it knowing we had members of the team that knew her job.

The other staff member didn't want other staff interrupting her with questions about the systems (which was her job). She just wanted to have a certain tasks to do on a day and to complete before she went home. She actually took a huge paycut for her job she is leaving us for.

The next staff member, didn't want her work qualitied, which we have a corporate policy to do to ensure accuracy. And, the health benefit deductibles were too much financial strain. Again, we offered her more money; but she didn't want to have to have quality stats. (And of course we paid incentive comp for exceeding stats in additional to her base salary - which she received)

We also paid overtime and gave flex time generously to the non-exempt staff.

In fact, we were more flexible in our department with our staff; than all the depts in the company.

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Did they all have the same supervisor?

by admin In reply to Handling Multiple Staff R ...

Most people leave or stay based on their immediate supervisor. This has been documented for many many years and has been bourne out in the majority of my experience.

Your post sounds like either they all had different supervisors and it really was coincidental or that you do not have the whole story yet.

If it's the former, well sometimes everyone has bad luck. Hope that helps. :)

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HR need to be review

by rgun2515 In reply to Handling Multiple Staff R ...

I would take a look at the person/people that hired the three people that left. And for your sake, I hope the person that will be conducting the interviews to replace them is not the same person. Do yourself a favor. Get more involved with the interview process. Know as much about the person as you can. Skills are important, but can be learned. Attitude is more important than any skill. Look outside the BOX for interviewing ideas. I always try to make the candidate feel as comfortable as I can. That's how you learn about a person.

For example.

1. Interview in the cafeteria instead of the board room. Or take a walk on the company property if the day is nice.

2. Make the first interview as light as you can. Don't puch for knowledge. Find out about the person. Hobbies etc.

3. Begin with a walk around the office. This will make them think they have the job. They will be much more open.

Then if you like everything about them as a person, bring them back for technical interviews. And again, keep it light. Say something like "I like you but this test is just company policy. Don't stress over it, no one aces the test."

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good idea

by GSG In reply to HR need to be review

We have an interview process that involves the Team Leader that person will report to, and one or two of the team members they will be working with. We start with some of the standard questions, then warn them that we are about to move into some odd questioning. There are no right or wrong answers. We ask things like, Do you like the door open or shut? Music or no music? If you won an expense paid trip today, where would you go? Do you pack the night before, or ahead of time? This gives us an idea of how detail oriented they are, if they are an introvert or extrovert, if they are a "feeler" or a "thinker". Again, no right or wrong answers, but as we have several new positions available, we might hire the extrovert for the position where they are working directly with people rather than one where they rarely leave their office. This also relaxes the applicant and we get a true picture of their personality and how they would fit with our team. In the 4 years I've worked here, we've only had 2 people quit or transfer.

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can I come work for you?

by puzling In reply to Handling Multiple Staff R ...
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I need an IT Auditor - contact me!

by pjnyusa In reply to can I come work for you?

I need an IT Auditor with SOX - contact me!

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contact me

by pjnyusa In reply to can I come work for you?
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once is an accident twice is conicedence three times is a trend

by Crunchtime In reply to Handling Multiple Staff R ...

You need to spend some serious, honest time with the remaining staff members and get a feel for the attitude and culture of your department.

You said salary increases were offered to the departing employees. Why were the increases not offered before they turned in their resignations? Were/are you paying market value?

You have indicated that turnover has not been a problem in the past. Is that because you have a good working environment or because the job market has been depressed?

This may well be a statistical anomaly. You may run a great shop where employees are generally happy. But remember the old clich?' "where there is smoke there is fire".

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Where is the Fire?

by dkerta In reply to once is an accident twice ...

Crunchtime made shoot the right targets to see some main possibilities of the reason, I could not agree more. In summary it's covered in 4 list below.
1. Company financial condition
2. Working environment
3. Company culture
4. Renumeration
But if you can't find the "fire" in those areas, I think you need to start to find another job as well, no more challenges will be the last reason why the "young gun"left the organization


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