We know that training our employees and providing them with good benefits are all positive incentives to encourage them to stay and grow with the school. But what if you’ve done all that and good staff members still keep leaving for other instructing jobs?
Employee retention requires a dedicated investment of your time and money, so when someone you’ve nurtured drops the resignation bomb, feelings of frustration, betrayal, and anxiety become prevalent. The process becomes cyclic and never-ending. The hiring process is labor intensive, and training is tedious and redundant for everyone in the operation.
When an employee leaves your company for higher pay or a better opportunity, often these are just convenient explanations so they don’t burn a bridge with a boss they may need for a future job reference. Perhaps the real question is, “Why are they looking for new instructing jobs in the first place?” According to a Saratoga Institute survey of more than 19,000 employees, more than 80 percent of employees surveyed said their departure had more to do with negative factors in the company than greener pastures elsewhere.
If you want to keep your school from becoming a revolving door with a continuously running ad in the help wanted section, make sure you understand that it’s not just what to do to keep your employees happy, but what not to do. The following are the top reasons employees leave small businesses--and things you can do to mitigate or eliminate them.
When clients and students routinely see the same faces and get to know the personalities, they get that old Cheers “Norm!” moment, feeling at home and comfortable when entering your doors. Having a student’s training interrupted because the instructor left for another instructing job is bad for everyone involved. Studies by The Small Business Association (SBA) show that customers will give their business to those places that retain long-term employees, and they are 85 percent more likely to refer others.