You are listening to Trinity Employment’s, a player matchmaker podcast starring your host and the cofounder of Staffing agency Tulsa Trinity Employment Specialists, Cory Minter. Hello and welcome to the a player matchmaker I’m here with with
Ethan May and we are always trying to find different ways to add value to job seekers and employers in this particular title of this podcast is actually a funny title. Maybe it’s probably interesting. At least it interested me. It’s the top reason for people switching jobs in 2018. It’ll make you laugh and it’s, and it’s kind of surprising, not really surprising, but it’s really interesting to be thinking about it. So, um, you know, if you’re struggling to try to keep employees engaged, that’s, that’s really the big thing. Uh, you know, the last few podcasts we’ve talked about keeping employees engaged, this is going to be a piece of it. And another reason why too, um, you can see all of our content. Um, we have several, we have over 20 episodes now, Ethan and um, they’re all on our website. You can go to Trinity, employment.com if you find the career center, there’s a dropdown menu.
And select podcasts. That’s where all of our content is and we would just love it. We would be honored. We would really like it if you would share this with people that you believe are either looking for a job or someone who is an employer and a, they might be considering using a staffing firm. We believe that, uh, we just want to add value to, um, to anyone whether they use us or not. Um, this particular topic today, it’s really, really important, uh, for money. I think it’s a financial thing and I want, I want to be able to hopefully stop someone from turning over in someone’s, in someone’s organization’s Day. So, uh, after I stuttered there, let’s, let’s get, let’s get moving on. Um, so Ethan, go ahead and start us out with some statistics about this topic for sure. I mean, there are lots of stats about turnover.
It’s something that the Bureau of Labor pays a lot of attention to, um, nationally. And so the Bureau of Labor statistics that are reported that a, this last year, this last October, just a few months ago of 2018 they said that 30 or sorry, pardon me, 3.5 million people, which is about 2.3% of our total workforce. 3.5 million people left their jobs voluntarily and October. So that doesn’t include anyone retiring. That doesn’t include anyone being laid off. Anyone getting fired that that 3.5 million people left because they wanted to just an October. That is a huge number when you really think about it. If you’re taking into consideration people getting laid off and things like that. Sure. But only because they want to leave. Um, I mean that’s, that’s pretty huge. You know, when we started back in 2008 there, the turnover rate was nothing like what it is now. Um, there is something in our culture that, um, where people are either unsatisfied for reasons of, you know, other other things or you know, it, it seems to me that we have now a culture of things need to be changing.
And if they’re not, well then it’s not interesting. You know, you could, we could probably go and do a big study about how our iPads and our phones have changed that maybe that’s relevant. Maybe it’s not, who knows? But there is something that’s changed in our culture where our patient’s level or, uh, you know, our tolerance level or whatever it is. It’s not like what it was. Yeah. That’s very true. Very true. That it’s not like what it was. In fact, it’s been a long time since that, since quit rates is what they call it. The Bureau of Labor statistic, um, been a long time since that rate has been, this idea hasn’t been since April of 2001 which again, that was 17 and a half years before this stat. That was the last time that the quit rates were that high. And so for whatever reason, I mean, they’re getting higher than they have been.
Yeah. And that, that makes a lot of sense because that was right before September of 2001, which was the, the, uh, the, our crisis and our economy. But right before that, Ethan, you know, you’re, you’re, you’re, you’re young and you’re young, so you’re not going to remember all this. You remember the big, you know, you’re, you remembered the big event. Oh, sure. Um, the, uh, the airplanes in the buildings. Um, but right before that, holy cow, are we crankin I mean that was right before, you know, it was like 1999 or something. Our member of mine structured, I told him I was going to go to graduate school and he told me that’s a horrible mistake right now. You’ve got the best economy. Sure we’ve ever had. You really ought to go get a job right now. And I didn’t do that and I really wished I would have cause it, it was really a struggle getting a job.
Right. Right. Before that. But yeah, back then things were really cranking. So that would make sense that people would start looking around back then. Yeah. And 2018, I mean it’s not just October. That was that big. Mont 2018 in general, um, the same, uh, Bureau of Labor Statistics Studies showed that, um, voluntary turnover rate that year before, not including retirement, it’s that kind of for 15.5% of all Staffing agency Tulsa job endings. And so that’s just, that’s a lot for the entire year. For 15%. And it’s up from 14% the previous year. Yeah. Yeah. Very, very good. Well, one of the, one of the things that I, that I try to do to keep employee engagement and you, you’ve, you know, you’ve hopefully been a positive recipient of this, you know, hopefully, but you know, you want to keep people interested, um, in not just the job that’s important, but also the purpose behind what you’re doing it.
You’ve got to always remind people why we’re doing what we’re doing, why it matters, and hopefully be able to be a part of something bigger than yourself. Um, you know, the way I try to keep the needs or the interest of employees is I really try to understand what the real needs are and not just in the job. The job’s very interesting is very important as well. But we, we do a pretty good job of training. Um, I would think that we might overtrain a little bit, at least at first. Um, and so I’m not as nervous about that, but I want to show just a few things. One that I’m authentic too. I’m not perfect. And this, this word might sound a little weird, but I want to be loving. Sure. I just want to, I want to love people through struggle. Um, you know, through learning a jobs often, most, most jobs have a struggle and we’re all going through life.
And so I want to love people through their struggle. It, you know, if, if they even let me know what it is, but oftentimes you hear about what’s going on in people’s lives and we want to, we want to be encouraging, you know, and there’s just a universal language that transcends every language barrier that I’ve ever noticed. Um, is I learned this when I went on the mission field. And, um, people can tell when you love and care for them, they can really tell it and you don’t have to be able to speak the language. They’ll know when you’re coming with the right heart. And so I try to make sure that I do that. And so for managers, you know, we’re going to talk about all of these things that you can do. Um, and, and they’re all important I think, but it’s really important just to care and people will be able to tell if you do or not, especially in today’s generation.
Yeah, yeah. No, that’s, there are few things more frustrating as well then seeing someone a, pretending they care. Um, and you can tell they really don’t, you know? I think that’s even worse to me, at least not it just personally, I would rather someone just very openly not care then like pretend they, do you know what I mean? I don’t know. I don’t know what it is. If it was a little better for you, us. Yeah. Okay. Well at least I know you’re in your spine. Relaxes a little bit. Yeah. When you know that they could just give two craps. Yeah, exactly. So I don’t know. That’s me personally. Well, what do you think? Do you think we should jump into some of these action? 100%. I’m excited to talk about, well, remember our question, we, we completely diverted it. It’s the top reason for people switching jobs in 2018 that’ll make you laugh.
It’ll make you laugh. Yeah. It didn’t make me laugh, but it was interesting and it’s boredom. Sure. That’s what it is. Um, people are, so why are, why are employees board and how do you fix a, the boredom a problem. And you know, I, I think there are some companies that use their jobs become naturally mundane and then there are going to be jobs that are always going to have excitement to it. But, um, but I think one of the things that you can do is give employees development and advancement opportunities and that generally is going to keep anyone interested. Um, and it could be just providing a training opportunity. I’m doing online. There are all sorts of webinars that you can offer. There’s, um, in our town there, there are all sorts of different networking events that you can go to where you can, where you can have a free speaker, you know, or the, or the lunch is only 20, $25 or something like that.
We can go and hear from some really great professionals and experts in, in your field. And those are some things that keep people just thinking differently about how to improve, you know, regularly on what it is that they are doing. Yeah. And that, that the answer of that, well, what’s making people leave the fact that they’re bored and know that’s from a steady by Korn ferry. Um, and I know that sounds like the, and it sounds like, is that a boat and then like the corn? No, so it’s both k o, r, n and then ferry, f. E. R. R. Y. When I first heard myself say it to sound like the food and then like, like a fairy, you know, like with wings and, no, but Korn ferry, there’s a pool of professionals, um, of over 5,000 professionals and they’re leaving because of their board. And it’s super important and exactly what you said keeps people from being bored.
I think that development and advancement, a really great way of making sure your employees aren’t board is letting them understand the fact that you have somewhere you can go from here. You’re not stuck in this job for the rest of your life. You know, that is immediate boredom and people will be done with that job already. Yeah. And, and I wanna I wanna address the small businesses as well because we’re a small business and it’s not like we’ve got, you know, some of these large companies, well you got a million different places you could go at a place like cross the street at Saint Francis or Verizon. Good grief. There’s all sorts of places you could go. But with, um, with a small business, you need to have a good vision and you need to be able to present the vision and show where you want to go and, and let everybody know that they can get excited about being a part of it.
One of the things about being a part of a small business, I believe, is that if you, if you get in with a big business, you’re, you might be able to take Staffing agency Tulsa advancement opportunities and you know, you, you’ll grow a little bit, you know, 5% a year, you know, maybe 10 if you’re, if you get a promotion, um, mo, but with small businesses, there’ve been millionaires made because they helped grow a small business. And I think that’s what gets me excited about the employees that work here. And so I tried it. I don’t try to tell people that every day, but on occasion I try and mention it, hey, listen, you know, there’s, there’s some opportunity here. Oh yeah. And there’s only, there’s only so far that you can, uh, utilize. Yeah. Like actual career advancement. I’ve got a new position or I got a promotion, a little bit of a pay raise.
That’s good. But yeah. Well you said, I think really is the most important is a place where employees can develop them themselves as people professionally and just as a person. I think that’s so important. Number two is give employees plenty of autonomy. Uh, what, what do you think about this, Ethan? Yeah, I mean bestselling author and former tech executive, Seth Goden. Uh, the guy with the cool yellow glass says he wants it. He’s got a quote. It says leadership is the art of giving people a platform for spreading ideas that work. Um, I love that. I absolutely love that. I mean, what that means essentially is people in charge of people, they have to empower their employees to think on their own. W well, the first thing that I do, same thing with you. I did this with you your very first a week for sure.
I brought you in. I said, listen, I want your ideas. I want them. Um, you might not know our business. You might not understand our business right now, but I want your ideas and most great leaders understand that most likely the best ideas are not going to come from a veteran in a field. Most likely it’s going to come from someone brand new who maybe it’s just out of their own ignorance. Yeah. And they don’t yet have blinders on. So like, well, why don’t we do it this way? And then all of a sudden there’s this great new idea that, that comes about or that no one else could see because they have those blinders on. They’re so used to be in it. Absolutely. So man, just letting employees know that, um, you know, it, you might get annoyed with some really stupid ideas that come into you.
Um, but if you’ll celebrate them for bringing the idea and just let them understand why you can’t do, do that idea, I think that that is helpful. But I’ll tell you what, man, we’ve gotten some great ideas just by making it clear that we want new ideas and what we would love to listen to them even if they’re stupid. Yeah. Even if they’re dumb. I mean, you have to take them, but yeah, the employee feels really valued there and um, yeah, it gives them that freedom to that that I think really plays well into what we talked about just a second ago about them being able to grow. And, um, that’s a really great way of doing that as well. It’s super similar. I think, yeah. So number three is create a feedback culture. And we’ve got, we’ve got quite a few stats on this.
Yeah, we got lots of stats and I don’t want to throw it like 30 stats because I know numbers are, are kind of boring to a lot of people. But, um, in one study by a company called Office vibe, it says 32% of employees, which is just about one third of your employees. 32% of employees say they have to wait more than three months to get feedback from their managers. That is such a time in picture. This picture, you’re not quite sure if you’re doing something right. Um, or if you’re, you know, not doing exactly what management, once you know, with some kind of project or process and you work for 480 hours straight before them telling you, hey, by the way, that’s not what we’re looking for. We need something different. I think one of the, one of the biggest struggles that employees have is just meaning having this desire to know, am I winning or Emmylou.
Yeah. And, um, especially in large organizations with an organization like ours, generally we make it pretty clear. Yeah. But, but we’re smaller and it’s so, it’s much, much easier to do that. Some of these large organizations, the, the top level managers need to quantifiably be able to establish what equals winning and what equals losing. So the employee knows all the time. Yeah. All the time. So you know where you stand. There’s a lot of comfort and knowing am I succeeding, am I not succeeding? And we do a once a week meeting and we put up everyone’s numbers and everyone knows what their numbers need to be. That way they know if they’re winning or know where they’re losing and they can always know. Yeah. And the company’s numbers are up there too. Like how profitable are we being right now? And that’s that transparency shows are we as a team winning and not just me individually?
Well, and I’ll tell you for me and amber, it helps us win when the team starts seeing us, uh, you know, maybe not investing in some nicer luxurious type things, which that’s happened, you know, but then sometimes we crank, I mean, the other day we had a pretty nice little meeting where it was some great gifts that got thrown around. Everybody had a great time, but everyone knew because they could see the numbers and they knew the decision why the decisions were being made and it wasn’t a mystery. It was very clear cut. They knew where we’re at and they knew that we’re, we weren’t as profitable as we would like to be. And so once we got up there, then everybody understood exactly why we’re having parties and throwing those sure. Gifts around and everything. I mean, it was no mistake to anyone. It was no mystery.
Yeah, exactly. Yeah. I mean you, you have a goal and you know what you’re going towards. It’s way easier to, you know, swim in the daylight towards a beach. Then in the nighttime you’re dumb. You have no idea where you’re going. And I mean, people want feedback. That same office vibe study said 65% of employees say that they wanted more feedback. Not 65% of employees say they wanted feedback, but they said they wanted even more feedback. That’s a huge number. Yeah. So we have, we have our last thing and it, we’ve already really touched on it. I mean, the last thing in this is just helping your people succeed. Um, and so whenever you see that someone is struggling, um, rather than being frustrated, it’s very easy to just be frustrated with it. But jump in and try to seek to understand why and try to genuinely help people succeed.
Um, if it’s not you, then talk to their manager. Remember, a good manager doesn’t just fire people all the time. A really great manager can bring and pull people up, um, and reaching the best potential that, that, that, that employee can be. And so, you know, for me, I mentioned it earlier, not only do I want to do that here in the business, but also want to do that in life and note and you know, no one here needs to tell me any of their personal things. But like I said, sometimes it gets mentioned and when we can help, we, we, we love to do that. And, and, uh, and I think people find it authentic that way. Listen, if, if trinity can help you in any way, shape, or form with your hiring, we would love to be able to do that. If you’re an employee and you are trying to find the right fit for you, maybe are underemployed and you’re needing to find something that fits what your skill set is, we would love to be a solution for you. Please give us a call. We are the Staffing agency Tulsa that can help