Yes, even the best employees quit for some reasons and we want to know what shoves them to call it quits. Is it just them? Or is it you as a toxic manager? Hmm, let’s see.
Employees are a company asset. Thus, when an organisation loses its team members, several things are more likely to stumble like a falling row of dominoes. For starters, (a.) the level of productivity sinks as the rest of the team struggles with increased workloads and (b.) HR services and training costs for new hires lead to some expensive transitions. So, whose loss is it anyway?
If you want to keep your star employees from leaving the company, trust me when I say that the best solution is to make them happy. Seriously though, how do you make your workers happy when you have no idea what keeps them coming back to work besides the paycheck?
Well, we are no fortune-tellers here to know exactly what makes each of them satisfied with their jobs. But, for you to come up with a good retention plan, you must first identify the reasons why they want to pack their stuff and leave these office doors behind with no turning back.
Lack of Recognition
A worker who feels unappreciated is more likely to quit and jump ship to a new company than those who gain recognition for a job well done. Imagine dedicating half of your life to work yet nothing pays off. Would you feel satisfied? No way! Employees who are passionate about their jobs would like to be recognised for at least once or twice in their tenured years to make them feel worthy and motivated to do better.
This lack of recognition is observed in many forms. For instances, when the employees do not receive any verbal or written commendation, when they get underpaid, when they feel like their complaints or suggestions are not acknowledged nor acted on, or when they fail to receive end-of-year bonuses and other perks that are initially assured by the company.
Little to No Opportunity for Career Growth
Similar to gaining recognition, employees also strive to achieve promotional abilities in the future. If they are not able to grow their skills in your company, expect your top performers to find another workplace where they can develop their potentials and find a sense of future job security. No one likes a dead-end job anyway.
It is tempting to overwhelm your top performers with bonus tasks because they are obviously surpassing at what they do. But, be careful with giving an unreasonable volume of work because they might end up feeling overstressed about it and eventually demand a much-needed break. If you want to give them additional workload, make sure to compensate them or offer an appraisal as well.
Dealing with bad superiors who think we owe them our entire living is another admissible reason for us to quit. A lot of people believe that resigning is not about quitting their jobs but quitting their managers. Who wants to work for someone who doesn’t treat you fairly?
Given managers are an integral part of a worker’s life both in the office and outside work, it is very important for them to invest time into recognising what each member needs to stay engaged, motivated and excited to create and contribute.
Managers do not necessarily have to be friends with their employees to discover their needs and wants but they have to build a harmonious relationship to avoid losing members to another superior who knows how to manage and treat them better.