Originally posted as part of the Forbes Human Resources Council

If your company has been severely impacted by the Great Resignation, it may be an indication that the management team is out of touch with what employees truly care about and why they signed up to join the business in the first place.

Leaders who are willing to do an honest assessment of how they interact with their own direct reports and support their short- and long-term growth at the organization from within will be sure to turn the tide and get to the root cause of why some of their best employees are leaving.

Below, 11 Forbes Human Resources Council members discuss exactly what leaders should consider when evaluating their rising employee turnover rates.

1. Employee Surveys And Exit Interviews

Leaders should look at two key data sets: your most recent employee engagement survey results and exit interviews. Then, identify one to two pieces of positive feedback and two to three critical themes that show up in both data sets. Critical themes should be leadership's core focus areas, as these are the experiences and frustrations that are pushing people away. Positive themes are what you can highlight as what's going well, so ensure you reinforce them. - Tina Enagbare, Peer Health Exchange

2. Internal Growth Opportunities

A leading indicator of turnover is career progression and the perceived lack of career growth. Organizations need to understand their talent and the skills they have. Then, encourage cross-pollination, upskilling and reskilling. Talent hoarding is a thing of the past and the barriers to exit are nonexistent in today's talent market, so transparent and open internal mobility experiences are a must-have. - Jonathan Reyes, Reejig Corp

3. Underutilized Talent And Skill Sets

Focus less on credentials and more on the potential of overlooked talent. It could be that their current role was not a good match for the worker's skill set. This may leave them feeling underutilized and unchallenged. As companies look to retain talent, an equitable process that puts people at the center of the business strategy will be crucial to erasing bias that is inadvertently perpetuated by traditional hiring approaches. - Adam Wray, AstrumU

Read the full article on Forbes.com