Top 5 breakup songs of all time...
I was feeling a bit melancholy at the weekend (must be the constant rain) so me and the wife snuggled up together to watch (arguably) one of the greatest films about relationships there is. I’m taking about High Fidelity starring John Cusack.
SPOILER ALERT
For those unfamiliar with the plot the story follows a guy named Rob (played by John Cusack) who owns a record shop and it would be fair to say is slightly obsessed with music and pop culture. The film opens with him breaking up with his girlfriend Laura (played by Iben Hjejle).
He then proceeds to list his top 5 breakups of all time and revisits these old flames in a bid to understand why he can’t hold down a relationship.
I’m going to try and weave this analogy into WHY you keep losing staff and how to hold onto them. I’m also going to build a mixtape around each of these 5 topics, which will be on the spotify playlist HERE
So the top 5 reasons why employees leave are..
1. Wanting to feel more valued at work
If you're working in an entry-level position or in a role where you have few responsibilities, it may feel like the work you are doing isn't making a significant impact. Roles with greater responsibility or roles within a smaller company may help you feel more valued and appreciated for your hard work. Now imagine if you as an employee were trusted enough to share thoughts and feeling around how you could make your company culture, products or services or the way you deal with customers better on social? Would you feel more trusted and valued? Salesforce data even says Employees who feel their voice is heard are 4.6 times more likely to feel empowered to perform their best work
Customer: Do you have Soul?
Rob: That all depends.
2. Lack of work-life balance
There are only so many 12-hour days an employee can handle. As an employer, understanding that your employees have lives outside work is essential to retention. In some industries and careers, long days and weeks are the norm, and employees understand that but try and give your employees breaks when necessary. You don’t want your entire staff to be so burnt-out that they have no other option but to find a job with a better work-life balance. If someone has worked crazy hours for a few weeks straight, offering a half day or treating them to lunch can relieve some of the stress they might feel. As often as possible, if their work is done, try and respect their time outside of work as it is imperative to their happiness in the workplace.
3. Poor workplace culture
When work isn’t a place you enjoy going to every day, it’s hard to do it for a long time. Creating a fun, motivating, and positive culture within the workplace will make it a place your employees want to come to each day. Providing benefits, hiring the right people, and hosting company-wide social events or incentive programs are all ways to create a positive culture and guess what? Empowering, enabling and encouraging your employees to jump on social is a beautiful thing to behold.
Rob, top five musical crimes perpetuated by Stevie Wonder in the ’80s and ’90s. Go. Sub-question: is it in fact unfair to criticize a formerly great artist for his latter day sins, is it better to burn out or fade away? Barry
4. Lack of stability
Your company likely has its’ ups and downs, but if there is constant turnover in employees, your stable employees may start to feel uneasy about their future with the company. This is a difficult situation to avoid. Make sure that your staff, salaries, benefits, and culture remain stable and steady, employees will feel your organisation is a place they can build their future and maintain stability in their careers. Imagine if you put some of that onus and performance directly in the hands of the employee, allowing them to take ownership by having a direct correlation between time on social and revenue generated? Guess what, you can.
5. Toxic work environments
Having no bounders around work, lack of trust (one of THE biggest pathways to social success) and a blame heavy culture are sure fire signs of a toxic work environment. Trouble is, if you have one then heading over to social is probably about the worst thing you can do. You have deeper problems at play. We have seen it before where a company we have trained have embraced social and are moving forwards, whilst their competitor (who clearly have culture issues) stop their employees from posting on social (great shout). As you move forwards, your competitors with toxic work environments move backwards. When everything is laid bare, the good guys win on social. Which is exactly how it should be.
Well that was fun. Becoming social can (and does) fix a lot of these problems. Much like a refreshing way of looking at an established relationship in a new light (just like Rob). It will empower your employees to want to show up to work as the best version of themselves they can be and before long they’ll be creating their own mixtapes of how great it is to work at your company. See you next week for more of these electric dreams.
She didn’t make me miserable, or anxious, or ill at ease. You know, it sounds boring, but it wasn’t. It wasn’t spectacular either. It was just good. But really good - Rob
PS - I also Just wanted to say a HUGE thankyou to everyone that engages with the newsletter in some small way. We just crossed 10,000 subscribers a few weeks back. So thanks. ALL of you. Means a lot to this creator 🥰
#EmployeeAdvocacy #SocialMedia #StaffRetention #ThatSocialNerd
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