Executive & Corporate Coaching

Coaching for Future-Focused Leadership, Employee Engagement & Retention.

The Top Three Reasons Employees Voluntarily Leave

The Society for Human Resource Management did a study that discovered the top three reasons employees voluntarily leave a company.

1. To advance their career with greater opportunities for training and career development.

2. Poor leadership. It's a well-known fact that bad bosses are the number one reason employee quit!

3. A better compensation and benefits package. 

We specialize in assisting organizations like yours with creating and deploying effective strategies to bridge the gaps in your employees career development and equipping your managers with the NECESSARY leadership skills to successfully lead their teams and navigate dynamic business demands. thus, increasing employee engagement and retention.

Increase Employee Engagement, Retention & Productivity

Let’s look at the first cause of employee turnover - employees want to advance their career with greater opportunities for training and career development. 

We believe it's more critical than ever to retain and develop top talent. Data shows an alarming trend in recent years:

  • In 2017, Gallup estimated that employee turnover costs the United States’ businesses a trillion dollars each year. According to research conducted by the Society for Human Resource Management (SHRM), replacing an employee who leaves lies anywhere between 90% and 200% of that employee’s salary.
  • In 2018, a Work Institute study found that 27 out of every 100 employees in the United States left their jobs voluntarily. They have forecast that employee turnover could hit 35% by 2023. 
  • Gallup’s State of the Global Workplace 2021 Report confirms that roughly 7 in 10 employees are struggling rather than thriving and 80% are not engaged or are actively disengaged at work.
  • Extrapolating findings from the research, an organization with 100 employees and an average salary of $50,000, employee turnover could cost between $1.57 million and $3.5 million each year by 2023.

Clearly, managing employee turnover and retention effectively is a game changer. According to SHRM, this may be the most challenging issue that HR is facing today. According to recent survey, Human Resource professionals anticipate that retaining the best employees will be the greatest HR challenge in 2022, 59% of respondents ranked this factor in their top three challenges, 45% state that recruiting and retention, followed by developing talent (30%), managing the skill gap (28%), managing workplace conflict (28%) and managing multi-generational workforce (26%) are some of the top factors that HR leaders are, and will be, worried about. 

The bottom line is, the high turnover of staff is a huge issue for any organization!

It’s disruptive. It takes a long time to recruit someone new and to train them to the level of your existing team members. It means that your senior staff have to take time out of their schedules to recruit from screening candidates through to interviewing, but then there’s also a time-consuming onboarding and training process to consider.

It’s costly. Each resignation can cost a company up to a third of the worker’s annual salary.  67% often comes from soft costs like reduced productivity, but 33% come from hard costs like recruiting and hiring temporary replacements. 

It reflects poorly on your employer brand if your team are constantly leaving, and candidates will begin to wonder why.

How We Can Help You

We will partner with you and provide a set of tools to develop the leadership and management skills of your employees that will bring immediate and long-term benefits to your business. We provide personalized, one-on-one Career and Leadership development Coaching to help aspiring and seasoned managers in your organizations to develop critical organizational leadership skills.

Coaching will give your employees the confidence, knowledge, and competencies they need to succeed in their own roles, while also maximizing engagement, performance, and retention of the employees they manage. Individual development planning gives employees the opportunity to develop professionally by identifying the skills and behaviors needed to achieve their short- and long-term career goals.

Career and Leadership Development Coaching is a great tool that will benefit both your employees and your organization. It conveys to your employees that their work is appreciated and that You (the organization) is genuinely interested and invested in their professional growth, which helps cultivate trust and loyalty.

Helping employees understand and navigate career options and opportunities within your organization increases retention and organizational effectiveness as well as enhances your attractiveness as an employer.

If you are currently not attending to the internal career development path needs of your employees, consider that:  According to LinkedIn’s 2018 Workforce Learning Report, 93% of employees would stay at a company longer if it invested in their careers. As many as 40 percent of employees who receive inadequate or no training will leave their employer within their first year. At the same time, 94 percent of Millennials and 69% of others consider career development to be the main reason for choosing and staying at a company. And organizations that offer comprehensive training have 218% higher income per employee and a 24% higher profit margin than companies that don’t provide training.

Individual Career Coaching is ideal for the high potential employees and serves as an outstanding retention tool. Clients find one-on-one coaching to be a valuable approach for helping their employees identify their potential and effective exploration where they can best grow and maximize their contribution within the organization. Not only one-on-one coaching provides your employees with opportunities and clear direction on how to acquire or enhance their skills, it also provides important benefits to your organization. 

The Business Impact of providing Career and Leadership Coaching to your Employees

-Addressing and supporting your employees’ desire for ongoing growth and development creates an environment where employees demonstrate greater commitment to team and organizational goals and drive their own performance. 

-Improve employee motivation and performance. Employees more likely to innovate, share what they know and coach others, exhibit stronger customer service, and maintain a positive outlook.

-Identify and then plug critical skills shortages that exist across your organization

-Accelerate the development of effective leadership at all levels of the company

-Build greater loyalty among team members

-Help attract new talent to the company

-Reverse the debilitating trend of turnover that’s costing your organization big $

-Increase the organization’s efficiency and profitability. Companies that invest in training and development can experience 24% higher profit margins

“One quality of leaders and high achievers in every area seems to be a commitment to ongoing personal and professional development” – Brian Tracey

Data shows that employees will stay in a position longer if their company invests in their career development. Investing in coaching demonstrates to your people that the company is invested in their success. This makes employees feel valued and cared for – which in turn produces an engaged workforce. Engaged employees are more likely to go above and beyond in meeting your company's objectives and goals. They are more productive, take fewer sick days on average, and help boost the morale and efficiency of their colleagues.

If you want to reduce REDUCE TURNOVER in your organization, it's time to invest in professional development of your employees, especially your top performers and high-potentials. frankly, it should be a major step in your employee retention strategy.

When you provide training to your supervisors and managers, they will be receiving training and career development that they want and need. Their sense of advancement and skills will lead to increased productivity for them and their team. They will have more fulfilling work and are less likely to leave your company. This provides an immediate benefit to your bottom line – improved productivity and reduced employee turnover!

Remember, at any given time a majority of the largest segment of your workforce is open to new job opportunities. Nine in 10 employees are open to new career opportunities and 67% might be actively seeking them right now. Sign your high-potential employees for Career and Leadership Development Coaching and give them a real reason to stay.

Sign Up for Career & Leadership Development Coaching

Executive Coaching and Leadership Development

Another major cause of employee turnover is poor leadership. Have you had a poor manager? What happened to your work, initiative, and attitude? Exactly! Work quality diminishes, productivity decreases, and attitudes take a turn for the worse. Have you left a job because you had a poor manager? Your company’s employees should be focusing on the advancement of your company goals, not on their manager. 

Is your current leadership team actively helping employees reach their full potential? 

Are your new managers fully equipped with the tools and resources to succeed?

Today’s business environment is changing rapidly. In order to compete, it’s crucial for companies to develop strong leaders that not only rise to meet daily challenges – but also motivate a team around them to do the same. 

Employee engagement increases dramatically when the daily experiences of employees include positive relationships with their direct supervisors or managers. The relationship between managers and employees directly affects how employees feel about their work and accounts for 70% of the variance in employee engagement scores.

Behaviors of an employee's direct supervisors that have been correlated with employee engagement include:
  • The Gallup "Q12," which are 12 core elements that link strongly to key business outcomes. These elements relate to what the employee gets (e.g., clear expectations, resources), what the employee gives (e.g., the employee's individual contributions), whether the individual fits in the organization (e.g., based on the company mission and co-workers) and whether the employee has the opportunity to grow (e.g., by getting feedback about work and opportunities to learn). 
  • Employees enjoy a good relationship with their supervisor.
  • Employees have the necessary equipment to do the job well.
  • Employees have authority necessary to accomplish their job well.
  • Employees have freedom to make work decisions.

The challenge is, research suggests that most businesses aren’t doing enough to prepare their new managers to lead their teams, with 40% of managers reporting that they received less than two hours of managerial training. A few hours of training for one of the most important positions in a company isn’t enough, and effective management means a lot for your business – good managers can increase productivity by as much as 50% while struggling managers can increase turnover by 60%! Leadership can make or break employee happiness and retention! Many organizations promote their best-performing employees to management and leadership positions, believing that they will naturally make good leaders. The art of leadership must be learned, and poor managers are often those who have had no training in leadership – excelling at task execution does not translate to excelling at leading and engaging your people.

The bottom line is that employees will leave if their boss does not deliver a workplace in which they feel respected, appreciated, and challenged. People want to do work they enjoy, with greater autonomy and accountability. They want to develop careers, and benefit from professional advancement.

To Drive Higher Staff Retention, Drive Leadership Capability

According to a Gallup study great leadership consists of the following skills:

  • Motivating all employees to perform and expressing a compelling and clear mission and vision
  • Being assertive when it comes to handling resistance and mishaps
  • Cultivating accountability
  • Developing trusting, open relationships
  • Staying away from internal politics and making decisions based on productivity
The same study found that 82% of companies employ managers that do not possess the above talents, but that doesn’t mean these skills can’t be learned. Investing in leadership development can be one of the most effective ways to increase your employee engagement and retention scores.

How We Can Help You

We offer tailored leadership development programs for executives, managers and supervisors focused on developing the competencies they need to successfully lead and inspire their teams, while meeting organizational performance management and KPI targets.

Specifically, Executive and Leadership Coaching can help your Managers:

  • Lead with greater impact and influence by strengthening their communication skills, increasing their emotional intelligence and ability to empathize, and enhancing their capability to provide and receive feedback.
  • Build self-awareness through identifying blind spots and strengthening leadership skill gaps. This gives them a deeper understanding of strengths and opportunities so they can craft an action plan to move forward.
  • Build leadership capabilities and improve effectiveness in current role, focusing on strengthening relationships and critical leadership skills.
  • Improve social awareness to better understand their employees, adapting leadership style to individuals and influencing outcomes. 
  • Improve relationship management. Use their knowledge of their employees to delegate work that suits individuals, and act as a mentor and guide to motivate engagement.
  • Increase ability to adapt to dynamic, shifting, or complex situations, thus preparing leader for the future roles.

The role of a leader is increasingly complex in today’s environment of rapid change. Through our Executive and Leadership Coaching services, leaders in your organization can master the skills and behaviors needed to successfully navigate dynamic business demands, while maintaining employee engagement and retention. When key leaders in your organization are highly effective, your organization as a whole will be better able to adapt and respond to changing realities.

The bottom line, you get what you give. Organizations that continue to leave their managers high and dry when it comes to their training and development will suffer the workforce consequences of poor management: low productivity, lack of engagement, and poor retention. 

Sign up for Coaching today and help your Leaders increase their personal effectiveness and ability to achieve your business results.

Sign up for Executive & Leadership Coaching here

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