'I quit': Why do employees resign?
By Erlwin and Ayo Abanggan
Posted at Jul 26 2015 12:45 PM | Updated as of Jul 26 2015 08:45 PM
Do your employees come and go? Before we answer that question, let's talk about first about the psychology as to what do people really want and why.
Understanding the principle in dealing with them can help you determine what training programs you provide for them and in return, you’ll retain them.
WHAT DO PEOPLE REALLY WANT?
One time, I got a chance to take photos of my friends using my own camera. After every shot, they would immediately come and check how each one of them looked. I noticed that some of them smiled after seeing their group picture while others seemed frustrated.
Why? Is it because the group picture didn’t look good or someone just didn’t look good on the group picture?
We may not notice it but don’t we all do the same thing? We look at our faces first before anyone else. Why is that?
To answer your curiosity: people are mainly interested in themselves, not in someone else.
It can be a very hard task to just keep quiet, but getting the other person to talk about himself is the easiest job of all. We just need to start by asking a few questions, show some real interest and listen.
I use only four words as my starting question: "Tell me about yourself." And they will--and they love it. So always talk in terms of another person’s interests. That person will talk for hours about himself and will never get tired. But wait. When can we share our piece? Remember, when he gets what he wants first, expect that he will give us what we want too. If we won’t, I think we are using the wrong technique.
MAKE THE OTHER PERSON FEEL IMPORTANT AND DO IT SINCERELY
Words like “I believe in you," “I am proud of you,” are precious words we can use to make another person feel important. Various people around us like our boss, employees, friends, spouse, or children long to hear these words from us.
Telling someone “that’s wonderful” or “good job” doesn’t fetch it. But if we put our hands on that person’s shoulder, look him square in the eyes, and say, “I’m proud of you!” then that person will play his heart out for us to make us look good.
I remember asking my wife jokingly if she conjured a spell to make her former bosses promote her just a few months after she was hired. She looked me squarely in the eyes and said, “Because I made them look good.” She always said positive things about her bosses even if others did not.
Stephen Covey’s The 8th Habit points out the same principle: “Defend those who are absent to gain the loyalty of those who are present.”
Every single person in this world wants the attention of other people, whether he will admit it or not. He wants to be listened to; he wants to be heard. Every person has a deep craving--to be important, to be great, to be famous. Why? It’s just the way it is.
After understanding the principle in dealing with people, let’s now understand why proper training can help in retaining them and the risk of letting them go.
Here are the following reasons why we need to retain our people:
• When employees leave, your company loses its knowledge and (often expensively) acquired skills.
• It costs a lot of money to replace defecting employees, reducing your company’s profitability.
• Those losses are compounded when employees go to work for competitors. Not only has your firm been deprived of an important source of value, your rivals have gained it--without having to invest lots of time and money in training.
• Customers who enjoyed working with defecting employees may follow them to competing companies.
• Colleagues of defecting employees may follow them to competing companies.
That’s why proper training allows associates the opportunity to learn new skills and hone existing skills they bring to the job and makes them more productive. Being able to grow in a position and feel good about the job they are doing is important to an individual and their view of the organization.
By investing the appropriate training in an employee, they will develop a greater sense of self-worth as they become more valuable to the company. The company, too, will gain specific benefits from training and developing its workers, including increased productivity, reduced employee turnover, and decreased need for constant supervision.