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Panpa Bulletin : Oct-Nov-December 2007
Engage with your people is the short answer! Written by Leigh Branham with the cooperation of the Saratoga Institute, a division of Price Waterhouse Coopers, The 7 Hidden Reasons Employees Leave explores the 'push' versus 'pull' factors that come into play when good people vol- untarily depart our team. Highly relevant today in a market where talent is acknowl- edged to be in short supply, poaching of good staff becomes a worrying issue for many newspaper executives. This is an enlightening read in which the problem is explored and no less than 54 possible solu- tions discussed. While it is easy and convenient to as- sume that voluntarily departing staff are simply gravitating toward a better offer, the 'pull' factor, the findings by Branham suggest that the 7 Hidden Reasons, or 'push factors' are the initial stimuli of such a move. So what are they? 1. The job or workplace not living up to expectations. Many valuable interview tips are included such as encouraging frank and open discussion of job activities, expectations, conditions, policies, culture, style, stability and 'other topics where surprises need to be minimised'. 2. The mismatch between job and per- son. 'Research conducted over the last 25 years has shown that 80 percent of work- ers feel they are not using their strengths on a daily basis'. Natural talents exist in all employees; tapping into these and max- imising strengths is recommended, rather than extensive remoulding of people in an attempt to make them fit an inappropri- ate role. 3. Too little coaching and feedback. Employees will wonder: 'where are we going as a company, how are we getting there, how do you expect me to contribute, how am I doing? Without answers to these questions it is highly unlikely that the em- ployee is 'aligned and engaged'. 4. Too few growth and advancement opportunities. Branham contrasts old school organisations' where employees passively wait for managers to control their role in the internal structure, with the 'new school' alternative preferred by the X and Y generations. They prefer to take the initiative with regard to their own career development. 5. Feeling devalued and unrecognised. Once again the joint responsibility of both employer and employee is discussed as are the numerous reward options, tangible and non tangible. Branham does a great job of analysing the issue of 'Pay: The Most Emotional Issue of All'. 6. Stress from overwork and work-life imbalance. You'll recognise some of the signs --- fatigue, frustration, cynicism, forgetfulness, irritability. Toxic cultures or 'unhealthy environments' are often the cause apparently where people are treated as a resource or a cost and negative con- flict abounds. 7. Loss of trust and confidence in senior leaders. Setting the tone and example is incumbent on senior leaders and of course, they are only human. While 'greed and self interest' is topical, 'isolated and unapproachable' still rates. The employees marking your scorecard will be wondering: will these leaders steer the ship to success, can I trust them to do what they say, do they have trust and confidence in me? Tips for both parties are delightfully practical as is much of this recommended read. CONNECT Diana Stowers Pty Ltd is a Brisbane based consultancy specialising in the newspaper industry. email@example.com How to keep your people Book review by Diana Stowers 2008 Members Directory Cricket, presents andeskies. . . The time of the year has come when PANPA members can relax, but not before submitting your updated entries for the 2008 PANPA Members Directory. This year you can submit your listing online www.panpa.org.au/yearbook08.asp For enquiries please email Brett Taylor at PANPA on firstname.lastname@example.org or call on (02) 8338 6300.
August September 2007