According to Gallup Consulting, “Fifty-two percent of voluntarily exiting employees say their manager or organization could have done something to prevent them from leaving their job.” Costing U.S. businesses roughly $1 trillion annually.

What does that mean for your business, you ask? A 100-person organization that provides an average salary of $50,000 could have turnover and replacement costs of approximately $660,000 to $2.6 million per year.

What could you do with an extra $660,000 each year?

What’s worse, though, is much of this turnover is avoidable! People don’t leave jobs, they leave employers and managers and the largest contributing factor for voluntary turnover is unmet expectations. These unmet expectations lead to low job satisfaction, reduced job performance, and reduced company loyalty.

Managing employee performance is as much about managing your own expectations as it is about managing theirs. Employees need to know what to expect from your business, you need to know what to expect from them, and you both need to know what happens when those expectations aren’t met. Let us help you motivate stellar employee performance.