5 Reasons Why Employees Leave a Professional Institute

Attracting talent to a professional institute isn’t always easy.

There’s a lingering perception in the sector that professional bodies are old-fashioned, which makes it harder to attract forward-thinking candidates, even though these bodies have evolved dramatically in recent years.

When you do find the people, you need to build your team; the challenges aren’t over. You also need to find a way to keep those individuals within your organisation for as long as possible.

The good news is that many of the main reasons that employees leave their roles, from issues with company culture to a lack of development opportunities, are within your control. The more you understand about what makes people leave their role in a professional institute, the easier it will be for you to improve retention in your high performing team.

 

1. They’re Bored or Unchallenged by Their Work

 

 

People want to feel passionate about their work. If your employees aren’t motivated and engaged on the job, then your managers need to help them rediscover their love for what they are doing.

An onboarding interview with a new team member is an excellent way for managers to discover what each person wants to accomplish in their position. When you know:

  1. What kind of work your people love to do.
  2. What their strengths and development needs are.
  3. What career aspirations they have.

it’s easier to delegate projects to the right person to ensure you achieve the goals that have been set.

Stay interviews are another way to keep track of someone’s personal development in your professional institute. During a stay interview you can ask:

  • What do they love about their role and what do they dislike?
  • What they’d like to do more of, or rarely get the opportunity to explore?
  • Whether they think they’re getting enough support, or they might need
    coaching or a mentor?

 

2. They Can’t See a Future

When candidates join your professional institute, they’re looking for more than just a job for “right now.” They also want a career that they can commit themselves to for the long-term. The more opportunities your people can see for growth, the deeper their connection will be with your organisation.

If an employee knows that you’re willing to invest in them with new training opportunities, chances to take on more challenging work, or even the support of a mentorship programme, they’ll respond with more loyalty and commitment to your organisation.

All employees have ambitions for growth. Supporting the development of your staff members doesn’t have to mean continually promoting them or finding money for pay rises. Talk to your team members and find out how you can help them progress along their career paths.

Remember, a development plan for recruits can also improve your employer brand and ensure that you attract new talent too!

 

3. They Can’t See the Meaning in Their Work

 

 

Professional institutes are well positioned to deliver meaningful work to their employees. In today’s talent market, more people are looking for roles that make a difference in the world. As organisations that support the growth of a sector, professional bodies are built on worthwhile initiatives.

However, sometimes, your people need support to see how their role contributes to the overarching goals of the association. Managers need to show each staff member what their work has accomplished, by sitting down for regular reviews and giving useful feedback.

Consistent feedback provides your employees with the information they need to grow while showing them that they’re connected to an effort that’s bigger than themselves. It also ensures that everyone stays focused on working towards the same vision.

 

4. They Don’t Feel Comfortable with Company Culture

Meaning is just one of the things today’s candidates are looking for when applying for a role within a professional institute. People also want an environment they feel comfortable in.

Since we spend most of our waking hours at work, it makes sense to pursue a career we feel accepted and supported in. Consider the kind of company culture you’ve built in your organisation. Do you consistently motivate people to work together as a team, or do conflicts get in the way of collaboration?

Employee activities, events, and team building efforts can all bring your people closer together. According to Gallup, having a friend at work means that employees are more than twice as likely to be engaged, and it means that your staff are easier to retain.

 

5. They Don’t Get Enough Recognition or Appreciation

 

 

Finally, all employees want to have their contributions valued and recognised. They like to know that their hard work and dedication isn’t going to waste, yet many managers are so busy, that they forget the importance of regular motivational feedback.

Showing your people that you value them doesn’t mean giving them a bonus or new benefits. An invitation to attend an event that’s relevant to your professional association is a great way to motivate individuals and teams. You can also use attending an industry event to develop and expand their knowledge and competencies.

Alternatively, some employees will value the idea of flexible working, or have aspirations to be involved in a strategic project.

To find out what kind of recognition your people will respond to best, talk to them. A quick conversation can be enough to gather plenty of useful information about how you can keep people engaged and reduce turnover.

 

Thanks

Dennis

 

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We use our considerable expertise in successfully recruiting for positions across every department within a membership context. To find out more call us on 0203 4403653 or email us here.

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