It seems funny that one of the biggest fears for millennials joining the workforce is commitment. Sounds awfully similar to a relationship but to some extent, that is exactly what your job is. You will be there several days a week, sometimes your job may make you laugh and cry, and require a lot of work to be successful at.
Personally speaking, I’m no better off. I’ve turned away from an offer when I was desperate to land a job because when it came to signing on the dotted line I would be committing the better part of the next decade in the same role – something I simply couldn’t promise. Employers who will force you into a position and expect you to stay there until they say so need to take a step back and think about it from a new perspective.
Not everything is about you
Forget moaning about how much it is going to cost to recruit and train new employees. We know for some organisations it can be an expensive process but recruitment systems have been slashing the cost of hiring for years but that is beside the point. Losing employees is simply the price of doing business in today’s world and people in your company have the choice to work as long as they want and whether it up for 2 years or 20 – it is completely up to them.
In today’s world, you’d sooner see pigs fly than see the day where an employee decides that they want to stay in a job from the moment they enter the workforce till the day that they retire. A change of scenery is completely normal, whether it be a new job, city or hobby – you and your company need to be supportive towards their decision.
Celebrate their career
When the latest employee joined the organisation, odds are that you celebrated the addition of new talent into the team. When someone leaves, you celebrate their accomplishments and thank them for all of the work they have done while wishing them the best for their future endeavours. This is an essential component of creating an open culture where employees don’t have to hide their reasons for leaving and can be honest about their passions and life goals. How you part ways can often make a huge difference in how both parties will remember their relationship and may have a positive impact later on in life.
Don’t feel guilty about leaving
If an employee is planning to leave, there are often telltale signs lurking around. Managers might miss signs of disengagement and only notice when something of much larger importance arises. There is no reason to believe that just because you are parting ways like a breakup, it has to be a negative experience and avoided like the plague. If both groups are honest, then odds are that the experience can teach them both about what potential issues may have been and either work towards fixing them or go separate ways as friends.
Don’t make someone stay longer than they want to
People will always do their best work when they are happily engaged with an organisation. Once they’re not, the quality of their work will begin to deteriorate. One of the most important responsibilities a manager has in a business is to keep your employees satisfied and once they’re not, help them by giving them new opportunities or don’t put up a fight when they decide they want to challenge themselves elsewhere.
So what does this mean for employers?
By no means does this infer that managers should ignore their teams and leave them free to job hop all over the place, but instead shows that communicating with your employees on a regular basis can result in a transparent employment relationship where proactive steps can be taken when problems arise. Your aim should be ensuring that each person works to their potential and if that ends up with them wanting to make a change, then you could look at moving them to a new position within the company.
Like it or not companies are going to have to get used to the way things work now. According to LinkedIn Premium Insights, Google has an average employee tenure of 3.9 years, while Facebook sits at just 2.4 years. Organisations need to learn how to embrace change instead of looking to point the finger and prepare for the wave of turnover that is coming.