You’ve been there. The long days, the sacrifices, the payroll stress. You’re doing everything you can for your employees, making sure they have what they need to provide for themselves and their families.
But here’s the thing: you assume they know what you’re sacrificing for them. And yet, they still leave. Sometimes for the smallest, most frustrating reasons.
Maybe you’ve had a top performer walk out because another company offered flexible hours or a slight pay bump. For example, one of the best guys on your crew left because he heard about an opportunity where he could avoid overtime and spend the weekends camping with his family. You didn’t see it coming and you’re left wondering: Why didn’t he just tell me that was what he needed?
Some of the most painful resignations are those that start with “it was an opportunity I couldn’t resist.” After all, that simply means you weren’t offering something worth being loyal to.
This is the employee retention struggle nobody talks about.
The Hard Truth About Employee Retention
According to Gallup, 42% of employee turnover is preventable, but often ignored. According to the article, most people leave their job within three months of beginning their job search. As a business leader, you don’t have time to wait to take action! From job satisfaction to growth opportunities, these conversations have to be addressed if you want to ease your retention struggle.
Employee retention strategies are on every leader’s radar, but few realize the issue isn’t just about pay, benefits, or even company culture. At its heart, the great retention struggle is rooted in communication. But, how do you get your team to be open and honest about their needs and desires before they start looking for another job?
Your employees aren’t going to come to you and say, “Hey, I need more growth opportunities or I’m leaving.” They have too much at stake to be that direct, especially in roles where the job market can be tough. If they say the wrong thing, they could risk their livelihood, and that’s not something most people are willing to take a gamble on.
That’s why the burden falls on you, the business leader, to create an environment where these conversations can happen.
Building Trust: It’s Not Just About Money
It’s easy to assume that better pay or bigger perks will solve your retention problem. And sure, competitive compensation is crucial, but retention is more than that. It’s about trust.
You need to build a relationship with your employees where they trust that you’re not just in this for the bottom line. You need to show them that you’re invested in their well-being and their future, both professionally and personally.
I had a conversation with a construction owner recently who shared that he lost one of his best employees over a staffing issue. The company added an apprentice to his crew which meant the work was done faster and overtime dwindled. The employee didn’t feel comfortable expressing that he didn’t want the extra help and he appreciated the overtime pay. He ended up quitting and the owner was blindsided. It wasn’t the help itself that was the problem – it was the lack of communication that led to the loss.
As employers, we must actively work to build good, solid relationships with our teams. We need to be humble enough to listen and honest enough to be vulnerable. When an employee hits a wall or feels they have no room to grow, they need to feel comfortable coming to you with their concerns.
Vulnerability: The Secret to Solving Your Retention Struggle
Vulnerability is a word that doesn’t get tossed around a lot in the blue collar world. But it’s vital to employee retention strategies. When you, as a business leader, show that you’re open, humble, and willing to admit when you don’t have all the answers, you build a foundation of trust. This opens the door for your employees to do the same.
A quick fix doesn’t exist. It takes time. It takes real conversations. You’ll need to set aside your ego and listen. Truly listen. The more you do, the more comfortable your employees will feel bringing their concerns to you.
Creating an environment where they can be honest with you without fear of retaliation takes time, but it pays off in the long run. When your team knows that you’re willing to support them in their careers – not just their current job – they’ll be more likely to stay, even when things get tough.
Fixing Broken Relationships Is Key
The truth is, if your retention rate is bad, you’ve probably already got some damaged relationships in your business. This didn’t happen overnight and it won’t be repaired overnight either.
But here’s the good news: if you put in the effort to rebuild these relationships, you’ll be surprised at how much loyalty you can foster. It’s not just about handing out raises or better benefits. It’s about showing your team that you’re invested in their future, not just what they can do for you today.
Turn your retention numbers around simply by making time for one-on-one meetings. Sit down with each of your team members and ask them where they want to be in five years, what they’re struggling with, and how you can support them. Some of the feedback might be tough to hear, but it will be a turning point for your team’s loyalty.
The Bottom Line: Start Talking
Fixing a retention struggle isn’t just about what you can offer materially – it’s about connection. If you don’t have that, you’ll continue to lose great people over small, seemingly insignificant issues.
Don’t assume your employees know what you’re sacrificing for them or what you’re willing to offer. Start the conversation. Be humble, be vulnerable, and create the kind of environment where your employees feel safe enough to open up to you before they start looking for their next opportunity.
That’s the real key to solving your employee retention struggle.