The issue of an employee with a long tenure can actually be just as difficult to deal with as high employee turnover. While the average tenure at a company in the US falls between four and five years, we do on occasion see employees stay beyond this, often well beyond. Certainly, this can be a good thing; however, it all depends on the employee. For an employee with a negative attitude and work ethic, it can present a downside that business owners must navigate to prevent the long-tenured employee from having an adverse effect on the company and on other employees as well.
What are the common issues associated with employees who stay on for a long time? Disengagement is one issue. When something becomes fairly commonplace, an individual becomes more apt to “phone it in.” There can also be the problem of burnout with an employee who’s been with you for a long time. Additionally, boredom is very real among some employees, particularly those who’ve done the same job for years on end.
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In this current climate in which there are high turnover rates among employees and where labor shortages are hampering numerous US businesses, the employee with a long tenure might seem like a bit of an anomaly. They do exist, and there are reasons why they tend to stay put. Among some of the more common reasons why employees stay with a firm for a long period of time are:
If an employee has been there for a relatively long period of time, and yet their growth is nonexistent, then it may be time to address the situation head-on. Especially if that employee is complacent and thereby contributing to the aura of stagnation that seems to be plaguing the business, you want to take action as ignoring the issue will likely not make it go away.
For those “super-tenured” employees, the issue may be that they really haven’t had ample opportunity for career growth. One thing you as the boss can do is to give them access to classes and training that will enable them to update their skills. Upskilling opportunities could excite the employee and re-spark their interest in their job and overall career.
If a long-tenured employee refuses to engage and or evolve in their role, then it may be time for termination. Particularly when dealing with employees who’ve been with you for a while, this can be a hard thing to do. Be direct in your dialogue and clearly explain what the issues are and why you are faced with having to make this decision
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Employee situations such as those involving long-tenured employees can sometimes be difficult to navigate. If you need advice or help from an expert HR consultant, we are here for you. Call today and let’s solve your problem together, one step at a time!
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