Why Happy People Quit

Last week, a “happy” team member turned in their resignation. 

The week before, it happened again. 

Last week, they said everything was fine.

The person said they loved the team, too.

But this week they found an "opportunity they couldn't refuse" so they're giving you two weeks.

Each resignation feels like a kick to the gut, doesn't it? 

It can take weeks or months to find a new job.

So what gives?

Transition is normal, but it can be expensive if it happens constantly.

It takes hours to interview and onboard, but first, you must find the person.

And that’s the hard part. 

Losing a team member sucks.

You wonder, "What more could you have done?" 

This pattern suggests a deeper issue - one that you need to address head-on. 

What if, beneath the surface, your team members aren't as candid as you'd hope? 

What if they're not sharing their sentiments about their workload, aspirations, or struggles? 

As a manager, you’ve got to act.

So, where do you go from here? 

It's time to take a hard look at your culture. 

Here are 4 actionable steps you can take right now:

Check-ins: Schedule regular, private conversations with each team member. Use this to build trust. Pay attention to what they say and non-verbal cues that may or show other concerns.

Get Feedback: Create a system where employees can share anonymous feedback. This way, they can be honest without fear of reprisal. The goal is for you to build trust to have hard conversations face-to-face.

Invest In Resources: Don’t leave folks to figure it out alone. That never ends well. Provide the tools folks need to cope. This may include stress management or wellness workshops.

Career Chats: This is a conversation about the employee's career aspirations and goals. You know where they want to go and can help them get there, even if it's not an internal move.

Remember, it's not about keeping your team happy for the moment. 

But you want to build trust where they're comfortable coming to you if they consider a change. 

This way, you can plan and adapt, ensuring that your team continues to flourish in the long run. 

That’s it for this week.

Always wishing you the best,

Dr. Beckford

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