What do you do if your employees are dissatisfied and leaving?

Conduct Exit Interviews: Gather feedback from departing employees to identify underlying reasons for dissatisfaction. Address Issues: Take proactive steps to address identified issues, such as improving working conditions or addressing concerns about compensation or advancement opportunities. Focus on Retention: Implement strategies to enhance employee engagement, recognition, and career development opportunities to retain talent and improve satisfaction.

I believe that truly engaging hearts requires meeting employees' needs both in and outside of work. We've held workshops on personal finance, work-life balance, and community service to show we care about our whole selves. I also endorse creating employee resource groups to celebrate diverse cultures and provide a supportive social network. It demonstrates you see your people as human beings first.

Empowering employees by involving them in decisions, similar to Scrum’s emphasis on autonomy, addresses dissatisfaction effectively. Creating channels for staff to influence policies enhances engagement, trust, and ownership. This strategy, from my experience, retains talent by showing respect for their contributions, fostering a culture where every voice matters. Such an approach boosts job satisfaction and reduces turnover, demonstrating the value of a collaborative and inclusive workplace. It aligns with my belief in the importance of trust and respect for maintaining a motivated team.

In a previous role, we chartered an employee advisory council that met directly with executives monthly. Members were elected by their peer groups to represent all levels and backgrounds. Not only did they advocate for policy changes, but their existence signalled staff had a legitimate voice in shaping the company's direction. That simple act of empowerment boosted morale.

While listening is important, you have to back it up with concrete actions. One effective change based on employee feedback was radically overhauling our outdated performance review process. We implemented frequent check-ins, peer feedback, and a stronger emphasis on growth over ratings. It showed we didn't just pay lip service to criticism but were willing to change longstanding processes

It's important to address the root causes of their dissatisfaction. Start by conducting exit interviews to gather feedback and identify areas for improvement. Then, take proactive steps to address issues such as inadequate compensation, lack of career development opportunities, poor work-life balance, or ineffective management. Implementing changes based on employee feedback can help boost morale and retention rates. Additionally, focus on creating a positive work culture and fostering open communication to prevent future dissatisfaction.

It's also important to celebrate and recognize when things are moving in the right direction. Positive reinforcement of improved morale or culture goes a long way. One tactic is publicly sharing progress updates through CEO comms or team meetings. Another is instituting new rewards or shoutouts for teams exemplifying the changes you want to proliferate across the company.