If you have ever had one of your best employees resign, it will often leave you wondering why?
While the reasons people move on are wide and varied, often it’s not until a company loses one of its top performers that they begin to question if they are doing enough to retain their top talent?
As specialist Leisure Travel recruiters, we are usually first port of call for employers who are looking to hire new staff, but we are also the first people unhappy employees turn to when they are looking to move to a new role. Our London team shares some of the top reasons great UK Leisure Travel employees move on and some practical things you can do as an employer to help retain them.
It’s the obvious one, in a sales environment where employees are highly motivated by financial rewards, if their salary isn’t keeping pace with market or they are not being rewarded financially for their contributions, top performers in Leisure Travel roles will start to be enticed by more attractive salaries out in the market.
“What is surprising is that often we find the salary increases employees are looking for are modest” says Tony Yerasimou, Head of Sales & Leisure Recruitment. “Employees just want to feel valued and like their salary is keeping pace with what’s on offer in the market. If employers realised the true cost of re-hiring, upskilling and training a new employee, they might think twice about holding out on that £2K increase for a top performer, if it meant they would stay”.
Employers can – Seek regular advice on market salaries and keep pace with what’s happening across the industry. Consider formalising the employee appraisal process and linking salary increases to Key Performance Indicators (KPI’s) or measurable business outcomes to motivate staff. Not wait to offer salary increases until an employee resigns. “It’s often too late by then” says Tony.
Money is not always the reason top talent moves on. “One of the most common reasons we hear is that employees in Leisure Travel often feel undervalued or that their contributions to the business success are not recognised.” says Elena Ktori Head of Tour Operations and Inbound.
Employers can – Start to celebrate success and recognise the individual contributions of their team. This doesn’t have to mean a huge financial outlay. It could be recognising an employee of the month, holding a reward lunch for the team or just taking the time to give praise in a team meeting or one on one. “One of the best ways to make an employee feel valued is to listen to their suggestions. Engaged employees want to he heard and for their input to be valued. The best way to do this is to have open dialogue with your team.” Elena says.
Top Leisure Travel performers are highly driven employees who want to succeed. They are motivated as much by career progression as they are by money and it could be the case that they move on seeking that more highly prized title to add to their CV and list of accomplishments, even if it doesn’t necessary come with more money.
Employers can – Create a career plan for their top performers so they can see where in the business they can go if key milestones are achieved. Keep abreast of the market and what titles are appropriate for employees given their role and years of experience. If the organization structure is fairly flat, perhaps engage top performers with working on special projects outside the scope of their role, so they can learn new skills and grow in their abilities.
Seeking a New Challenge
One of the most frequently cited reasons employees move on from their employers is that they are “seeking a new challenge”. What does this actually mean? Elena explains “When you delve deeper with employees who say they are seeking a new challenge, some of the things they are not receiving in their current roles are training and development or the ability to learn new skills. They feel like they have mastered their current position and that there perhaps isn’t scope with their existing employer to move or to grow in their careers”.
Employers can – Try to foster a culture of learning and development within their business by offering training to upskill employees. Everyone likes to be challenged in their role, so coming up with some KPI’s that stretch an employee to go beyond their comfort zone and achieve a desirable business outcome can help to keep them engaged at work while learning new things.
Circumstances have Changed
People are human. It’s normal that people and their lives change, sometimes great employees will move on because they are relocating, for health reasons, change in family situations, to continue study or to pursue other interests. This is often well beyond the control of you as an employer.
Employers can – We would encourage employers to be supportive and engage in open dialogue with employees about what’s going on in their lives. If they are a top performer and you don’t want to lose them, perhaps offer flexibility. An open dialogue before a resignation comes will at least give you the heads up that they are considering leaving. Sometimes employees that do leave actually return, so it’s best to do everything you can to be supportive during this time of change for your team member.
At the end of the day a happy and engaged workforce will lead to a much more productive business. Employees will leave, but there are lots of things you as an employer can implement to reduce attrition rates and hold on to your most valuable performers.