Listen up to switch on your staff

A switched-off worker may lose interest in projects that they used to be excited about and take more sick days. Picture / Getty Images

Employers may have to start paying closer attention to their staff's level of workplace satisfaction if they wish to retain key talent.

A survey by human resource company Hays has established that voluntary staff turnover has risen by 28 per cent in the past year.

Jason Walker from Hays says the high level of staff turnover is based on a number of factors, including more awareness of the options in the employment market.

"People are able to connect readily with information around what's available, what they are worth in the market, and prospects outside their current role," he says.

He says there's a sense that the economy is stable and people have more confidence in their value in the workplace. "Social media has made it much easier for people to engage with others in their industry and to compare their roles. This leads to people developing more confidence in their worth and their ability to move into more desirable jobs."

The current eight-year-low unemployment rate is making it harder for employers to access talented staff, therefore maintaining talent is vital. Disengagement lies at the heart of voluntary staff turnover and the ability to pick up on this before people walk can be crucial.

Walker says there are many indications that staff are switching off. He believes that managers with high levels of emotional intelligence will be able to spot who is unhappy and intervene early.

"We look for a cluster of behaviours that indicate a staff member is switching off from their work," says Walker.

These include loss of interest in projects staff used to be excited about, an increase in sick days, and reduction in quality output.

Once it's been established that a staff member is feeling disengaged from their role it's important that they are taken aside and given the opportunity to explain what is happening for them.

Walker says that managers should listen without interrupting.

"Managers need to listen to what their staff are saying. From this point, they can work together to work out if there are any steps that can be taken to remediate the situation."

Alan Pettersen from recruitment company Positive People says that in order to identify dissatisfaction early, there has to be solid communication channels and processes in place within a company.

"An open, solution-focused workplace allows for direct conversations to be had where team members are free to say what they feel without retribution," he says.

He says that regular one-on-one meetings help to identify early signs of dissatisfaction and allow for appropriate interventions to be implemented.

"Only when employers know what the problem is can they fix it, so having open, respected and functioning communication conduits is an essential prerequisite for overcoming any dissatisfaction that may exist."

Pettersen says creating a work environment that keeps top performers engaged and committed to their jobs and the organisation is a key senior management responsibility.

"It is all about keeping the people in the organisation motivated so that they truly want to work for the organisation and they want to perform at top levels in their roles.

"This requires employers to apply a strategic approach that runs across the organisation, as well as ensuring a personal and specific focus on the individual needs of each team member," he says.

At a fundamental level, employees need to have the sense that they are being fairly paid for their efforts. Once this bottom line is established, employers can focus on ensuring the workplace is a positive, caring and supportive one.

"Employers need to concentrate on developing an environment in which individual aspirations and needs are catered for via appropriate learning, development and career options," says Pettersen.

He says embedding a culture that prioritises quality relationships across all levels creates an environment where any dissonance or conflict has to be dealt with.

"Consequently the organisation is better for it as open communication becomes the order of the day."