Is Poor Technology Driving Your Best Employees to the Exit Door?

One of the highest risks to your business could be attributed to employee attrition. Almost all would agree that intensive screening and vetting of applicants is common practice. Your talent acquisition team might not have any problems acquiring the best talent in their pool, but are you seeing a high employee turnover rate?

Could poor technology and unsatisfactory processes be directing your new and best talent to the exit door?

In today’s competitive employment market, this is problematic. Common signs that technology could be driving people away from your business and insight on how to fix this starts here.


1. Too Many Tools

Is your business department using too many tools to do their job? Everyone needs their own toolbox for the job but are you filling it to the brim with processes and programs you don’t even use? Imagine a scenario when you need to respond to a client. You have multiple ways of doing so, but is there specified uses on what tools you need to be using in some cases to solve an issue? Having a centralized suite of tools can sooth us into making better decisions while also staying rigid to your own set of processes.

Of course, your team needs to be agile, but you still need to be dynamic. By evaluating a job description you should be able to assess three must have tools. Try sticking to those 3 programs and you’ll start seeing simplicity.

For example, Microsoft Planner and Teams are great extensions to the office 365 suite that many employees are familiar with.

2. Collaboration: Gift and the Curse

Overuse of communication or lack thereof could also be a huge issue. Recognition and collaboration are more than just Employee-of-the-Month. When people see their role in a digital workspace such as Microsoft Teams, it fosters a collaborative environment. Similar in concept to the idea of too much in the toolbox—too many avenues to communicate and collaborate can leave an employee confused.

Activities such as ongoing supervising of a project or task paired with mandatory check-ins convey a sense of distrust in your talent’s ability. Rather, use digital collaboration—it’s a great way for constant feedback between employees to share constructive thoughts.

3. Is the Learning Curve Steeper than the Value Curve?

Is your process too intensive to adopt? Constant technology outages, difficult tools to adapt, and poorly integrated teamwork all spell disaster.

Vet the wrong from the right with your technology partners. User adoption is the greatest barrier to technology adoption recorded by 41% of employers, according to Unified Communications Report.

In fact, 50% of all technology rollouts fail to hit adoption targets.

What this means is you need technology solutions that are intuitive and easy to embrace. There’s no one answer to solve employee churn, but there are strategies you can deploy to decrease your rate. Bad technology is a path to the exit, but great technology can create a work environment that reinforces a work/life balance.

How can you make an impact with the churn? HR and I.T. play pivotal roles in peaceful onboarding and in producing the loyal highly motivated talent you sought to hire in the place.