Employees always like to be part of the organisations where they feel their work valued and contributions important. They would like to use their talents and time effectively, to really make an impact and feel their efforts are noticed, appreciated and adequately rewarded.
Well this may not as simple, as easily said. Valuing employees is about providing a good work environment and culture to grow; it’s not just about salary and benefits. Employees seek a culture fostering mutual respect, value and energised spirits in the team. HR managers should ensure to offer talent clear trajectories for professional development and personal advancement opportunities to keep the workforce engaged and motivated. These need to be accomplished on a very tight company budget.
Reasons why most good employees quit at a certain point in time are as enumerated below:
- When you burden your best staffers with too many responsibilities, it’s like one person wearing many organisational hats. This concept generally works with small companies and sometimes even with multinationals wherein hardworking talent is always overburdened, and hence after a point in time they experience productivity burnout. This further results in excess stress, discontentment and unhappiness at work; hence the best talent are forced to quit companies wherein only responsibilities are added with no justified pay rise or job title change.
- Lack of trust on best people at work. Maybe you are a perfectionist or someone who aims for perfection in everything they do. While this is a good trait and can help your team look upto your strengths, do you trust people in your team? As in theory, you hired certain members in your team because you believe in their potentials. However in contrast when put to practice you do not let them do their work without peering over their shoulder. This makes best talent feel they are not trusted on job and thus they make decision to quit.
See: Think About It, Why Do Employees Quit Their Job
- You’re not supportive of your team member’s opinions and views. Your employees do not want to be micromanaged, they know the need to perform and lack thereof can make them lose their job. They would like to have you around to seek guidance and advice when needed on job, however following up with them constantly can make them feel suffocated on job. This makes them look elsewhere for job opportunities. So if you wish to retain top talent, say NO to this approach of constant follow-ups.
- Completely clueless about team dynamics. What are the points that results in conflicts in your team? Who are the employees most likely or unlikely to collaborate together on a project? Who are the strengths in your team and who are the people who need skill upgradation or additional mentoring support? If you do not have answers to these questions, then probably you have been unsuccessful in your attempts to build a good team and harness on the individual talent potentials. In such case, ideally you should be the one to choose quits, however you may seldom do this. Your employees are watching your wrongs, even if you may deny acceptance of them.
- You run horrible inefficient team meetings and everyone knows it’s a waste of time. Then you’re not a good manager. The team is not motivated to perform better during meetings since they do not get a reality check, hence those looking for career growth prospects with the company see no vision during wasteful meetings. Hence bright talent quit jobs.
Most of it all, it is very important as a manager to establish clear ends of communication with your team to make them feel a part of the bigger growth picture. Else they feel as pawns in your own secret games for growth and thus become less oriented on tasks, this shows employee frustrations and are tell-tale signs of a talented employee planning to quit. Stay mindful of your behaviours and team’s habits to retain best talent on board.
Also read: 5 Tell-Tale Signs of a Great Employee Heading Out the Door
Image credit: flickr.com
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