It is becoming apparent that the phrase, “no such thing as a job for life” is now more relevant than ever. The average ‘millennial’ (born between 1980 and 2000) is expected to not spend longer than 4 years in any one organisation. Organisational knowledge, expertise and the ability to support your purpose are reduced every time a member of your skilled workforce leaves. This is not ideal for any employer.
The total cost of losing an employee is difficult to quantify, as employee value is associated with internal relationships and skill level. The Chartered Institute of Personnel and Development (CIPD) estimates that the cost of recruiting and training the average employee is around £4000 without taking into consideration the significant impact of lost knowledge or productivity.
Managers often cite high employee turnover as a key barrier to high quality service provision
Employee turnover usually involves a myriad of issues that need to be tackled separately. Ad Esse believes that the most immediate way of increasing resilience to employees leaving is to create an environment where staff feel motivated by and in control of their work. This involves providing direction, purpose, clear processes and good measurement.
Organisations typically struggle with the following:
- Direction and Purpose: If your employees don’t understand the purpose of their job role, they are unlikely to feel engaged. A clearly defined purpose is frequently absent from teams within public, charity and third sector organisations and may equate to a misalignment between employee and organisational priorities.
- Process: Employees who are not supported by clearly-defined processes are likely to expend unnecessary energy trying to achieve what is being asked of them. Our experience has shown us that most organisations rely on the know-how of a few key individuals. When key employees leave, it is commonplace that few of their associated work processes have been previously documented or communicated. Processes that are not clearly specified result in increased organisational risk, inefficiency, waste and tired employees.
- Measurement: Measurement is commonly an afterthought in many organisations but is key to understanding performance. Measurement also helps to embed a continuous improvement culture. By setting up the correct measures and enabling insight into how well things are being done, your employees will feel closer to your organisational strategy resulting in higher levels of engagement and motivation.
Our approach is that of collaboration and before any recommendations are made, we look to understand how things are being done currently. By understanding your current operational processes we can begin to ask, ‘why’?
Ad Esse works with organisations to define purpose. Our experience shows us that purpose is most likely to embed when employees play an integral role in its development. We encourage direction from senior management and will work alongside your managers to develop a set of key working principles to help define a purpose that is both relevant and innovative.
Collaborative working will help to empower your employees
We look to collaborate with your employees to facilitate the design of new processes that incorporate their ideas in a way that reduces complexity and eliminates wasteful activity. Ad Esse uses Lean Thinking when it comes to new process design and supports your employees by giving them the structure, tools and guidance they need to make change last.
We develop your talent so that when we leave, your organisation continues to improve
Newly-designed processes are constructed with return on investment in mind. We identify measures that will act as indicators to your organisation, giving your employees greater accountability in the delivery of their purpose.
By adopting leaner processes, the review and evaluation of process performance becomes easier
- Senior managers are the instigators of strategy and thus integral in steering operational change. Ad Esse can facilitate the meeting of strategy and operations so that all views are taken into consideration to further increase employee engagement.
- We know that employees sometimes feel far removed from senior management decisions and need a forum to tell of how their daily activities could be improved. Ad Esse believes that by working alongside your employees to understand the current modus operandi, a detailed picture can be developed that will help reinforce your case for change. Subsequent work involves the use of specific tools such as Information Centres and daily meetings to allow daily sharing of information, a focus on performance and team problem-solving.
- Taking a Lean Thinking approach will allow your organisation to develop a capability that supports continuous improvement. Employees will take more ownership of processes they contribute to.
Ultimately, a Lean way of working is easier to communicate and more transparent for those who are not directly involved or new to role. Importantly, this means that your organisation will have the ability to move forward at pace In the event of employee change.