Here's what that looks like:•Teams that demonstrate unclear priories and undefined expecta ons.•The organiza on fails to support its m a n a g e r s , a n d t h e y d e m o n s t r a t e insufficient development.•Roles evolve, but job descripons don't.•The organiza on experiences inconsistent c o m m u n i c a o n b e t w e e n d i ff e r e n t departments.•The company fails to provide clear paths for growth, which leads to nonexistent development prospects.•High performers eventually lose interest and quit the company.Reten on Requires Alignment•A genuine reten on program produces results from three essen al components: clarity, culture, and capability. People lose connecon when important elements are absent from the workplace.•Organiza ons need to implement their strategic approach at this crical point:•Clarity in Structure: The business structure features teams and roles that support the company's strategic goals.•Every employee should recognize their role in achieving the mission through clear communica on.•The organiza on needs leaders who can lead their teams beyond management dues.•Feedback Loops: Employees maintain a steady flow of input about how the organiza on funcons.•A strategy disconnected from employee experience makes all reten on inia ves fail to deliver results.How to Start Solving ItYour organiza on must create structures that support the people who work for you to keep them. •That includes:•Assess organiza onal gaps that directly impact culture to iden fy areas for improvement•Leadership behaviors must be made to match the company values and mission•Organiza ons should develop career advancement routes that fulfill actual business requirements•Managerial teams require strategic tools that surpass basic so skill competencies.•Employee "fixing" is not the goal of reten on programs. They need systems that empower them.FinallyWhen your organiza on faces high employee departure rates, examine the exit interview responses as only one part of the problem.Ask yourself:Does our organiza onal structure support both sustainable business growth and people development inside the organiza on?O r g a n i z a o n a l e ff e c v e n e s s c r e a t e s transforma on when it meets reten on strategies.Ready to Align Your Team for Long-Term Success?I help organiza ons align structure, leadership, and people strategy to reduce burnout and retain top talent. Why Retention Fails Without Organizational StrategyBusinesses currently dedicate their resources toward workforce reten on. Flexible work perks, team-building events, recognion programs, you name it. And yet… people are s ll leaving.Why?The main issue behind employee departure is not the lack of benefits; it's the absence of a proper strategy to retain them.The reality is that misaligned organiza onal structure and goals, along with people strategy, defeat any reten on effort, regardless of wellness s pends and happy hours.What Organiza ons Get WrongThe pracce of reten on funcons as a n H R i n i a ve t h a t o p e ra te s i n d e p e n d e n t l y f ro m b u s i n e s s opera ons and leadership strategy. The task shis from being proacve to a reacve business funcon.Schmett Jones, MBA, PHR, DEIB Founder & Executive Coach | S.T.A.B.L.E Coaching & Consulting
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