Guess Who Will Go Can You?

If you are surprised when your very well-performing staff says 'I'm leaving' one day, you may not have received some messages(s)?

Some companies have serious effort on this issue. We know that there are those who follow the subject very well within the scope of talent management, from the employer brand to mentoring sessions. However, Managers who are surprised when they lose their employees, who are described as my right arm, are not few.

There are actually messages and methods to predict who intends to go. While it is important to be relevant, it should not be carried to the dimension of slief. In addition, if you move from the results you will get while trying to predict this to the dimension of punishment or criticism, you may also lose those who will cause unrest!

Reminding that 85% of the reasons for leaving the employees are from the Manager, we should state that this process should be in a style that is suitable for its purpose and aims not to lose. While doing this research, we should aim to take measures aimed at increasing satisfaction and take action before the job comes to the end.

So, how are we going to notice our employees who are starting to look for a job?

• Conducting employee satisfaction surveys
• Create performance evaluation or performance interview sessions, we recommend that you do 3-4 month periods instead of annual periods
• Personal profile and personality inventories of your previously separated/lost staff can be looked at to see the possibilities
• Your high-performing employees who have used promotion opportunities to the fullest should be tracked
• Be the manager who can ask questions directly to his employees, don't defraud the subject, don't imply
• You can ask brain hunters you work with (if any) to do good research
• Researching job search sites, what positions are sought, who are the mainly followers?
• Check out who doesn't get enough of bonuses or additional opportunities, whether the reasons are explained
• You can look at the time frames of your employees leaving their previous jobs and make such an logistical.

What are the pioneering and aftershocks?

• Magazines and websites with many job advertisements are heavily followed and entered, if they are read
• When you examine the statistics of staying on the internet and following sites, the areas of increase?
• If questions are increasing on compensation and right to leave, etc.
• If he is too busy with different things, if his interest has decreased in trainings, meetings
• If excuses for not coming to work have started to increase, to repeat frequently
• If, as usual, she doesn't dress attentively or overextens lunch-work breaks
• If the project or product work has ended
• If a new manager has been hired and is trying to establish a new order
• If some of his friends at work or his team left work,
• He has started not to be willing to projects, only if he is doing the assigned tasks enough, if he does not put in extra effort
• İt is possible to feel and observe some precursor symptoms.

What should Human Resources do?

One of the issues that the Company Management will support in this sense is the correct positioning of your Human Resources. Creating your Human Resources identity according to the needs of your employees should be the primary goal of HR and company managers.

What does HR do in your company? How many people can answer the question exactly?

We seem to hear the majority say, 'it hires, sets fees, executes official processes, follows permissions'. For this reason, HR departments need to give more importance to in-house marketing and public relations activities in order to reconsider the role and bring its positioning to a strategic place. In addition, Human Resources specialists should now live outside their office, inside the employees in the organization.

You can measure the vision of your employees (or candidates) as much as the vision of your HR department, but how talented and visionary is your HR that you want talent hunting and not to lose the talent inside?

If you need to dip the sack in yourself when dipping the needle into someone else, don't be afraid, then these may not be enough.