Employees quit their day job for various reasons. It can be because of their family, financial matters, career growth, location, so on and so forth. But the most common reason people jump ship is because of the company management or their direct employer. This only shows that the conventional wisdom is in fact true– people quit their bosses, not their jobs.
The employer affects all important elements in the workplace such as the culture, environment, worker’s perception on their job and other opportunities. When the managers are incompetent and inconsiderate, the top performers will definitely entertain offers to work elsewhere. Skilled people are difficult to find. Once you lose the majority of your best talents, it would surely affect the business’ morale. Moreover, it would also cause some financial implications and leave a skill deficit in the company.
To ensure your business stays innovative, efficient and successful, better find ways on how you can retain your great staff. Check out these top 7 obvious reasons top employees disengage and leave their current job.
1. Lack of Growth and Advancement Opportunities
If quality employees sense that their career advancement isn’t going anywhere or isn’t going as planned, they will be tempted to look for a better employment. According to SuperiorPapers.com, salary is not enough reason for them to stay. They also want opportunities to learn, grow and work for a boss who encourages and supports excellence in all they do. It’s normal for employees to seek opportunity for advancement. Failure to build a clear career path for them will lead them to find their way out the door and go for another organization.
2. Lack of Management Leadership
Poor leadership leads to poor productivity and turnovers. A key employee who doesn’t trust and respect their boss or supervisor will easily lose motivation and become unproductive. Managers are responsible for employees’ morale, open communication about the business and directing their career path. When they fail to perform their job properly, it would cost them the best people. If the boss is hard to get along and work with, they won’t waste their time and skill to remain and be part of the team.
3. Lack of Recognition and Rewards
To assure that outstanding employees stay committed and loyal to the company, offer them rewards and incentives, which the staff will value. They deserve to be rewarded and recognized for their hard work by the top management. Some employers thought that money is the top motivator of all but the truth of the matter is there is actually a case by case basis that motivates best talents. It could be a token of appreciation in the means of internal gratification, promotion, extra vacation time or a flexible schedule.
4. Lack of Effective Motivation
When workers are devalued and unrecognized in their respective department they become bored and unchallenged by their work. Remember, your people is one of the organization’s most valuable assets. Do not take them for granted because through them the company will succeed. As a manager, you are responsible for their motivation to work well. You need to engaged them to drive high and quality performance at work. Secure that every employee is fully engaged, excited and challenged to contribute to the team. Otherwise, you will lose them.
5. Lack of Organization’s Financial Stability
Constant layoffs, employee turnover, low profit, salary and hiring freezes are all factors that could lead to a worker’s feeling of instability and distrust. Exceptional staff need to feel connected and relevant to the company. They need to be aware on how the business is doing and the long-term plans of the organization. If top workers do not have a voice in business matters, there’s a high possibility they may leave.
6. Lack of Feedback
If performance problems occur in an organization, the main reason of it is the lack of feedback. Feedback is a powerful yet most underutilized management tool in many companies. To achieve satisfaction, efficiency and meaningful works from your subordinates, employers must regularly coach and provide feedback to the team.
7. Lack of Training
There are times that workers suffer from stress due to overwork. Some employers don’t provide enough training, mentorship or clear instruction about a new assignment yet they expect their employees to deliver greater results. A lack of training often results unnecessary errors and creates problems in the company, which often leads to low morale among employees. When there is no training, workers do not understand how to do their jobs properly and none of their goals will be achieved.
The better way to keep your best people in the job is to know what they need. Find out what will make them stay, recognize their efforts, inspire them to grow and avoid these common mistakes that most employers overlook.
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