Why do GREAT employees quit their jobs?
You’ll be surprised at #7

Nobody likes to lose talent, especially to their competition! We all know how hard it is to “find good people”. You believe you run a good business with sound policies and procedures and take good care of your staff, team, employees, etc. So, have you ever wondered why “good people” quit? What reasons do they give for leaving?
According to a recent article from Forbes, below are the top 10 reasons why GREAT employees quit their jobs. We have expanded on these reasons and offered some useful advice along the way…

1) They grow tired of arguing their positions. In other words, they grow tired of caring. Great employees are great because they have internal drivers that set them apart from most others. When great employees don’t feel wanted, needed or appreciated by management (their boss/superior) they will stop caring and find the path of lesser resistance which is typically finding work elsewhere where they believe they will be appreciated.

How to avoid this situation: INCLUDE great employees within management meetings and give them the floor for a few minutes to update management. INCLUDE great employees in management outings or special events. INCLUDE great employees in the development of policies/procedures or best-practices that help others do their jobs better.

2) They get tired of being overlooked and ignored. Great employees are great because they believe in what they are doing and feel like they’re working toward a common goal or vision which includes them. You need them worse than they need you and don’t forget that for a minute because in a pinch they will find employment elsewhere quicker than you could replace them.

How to avoid this situation: INCLUDE great employees within management discussions regarding operations. Also, be sure to promote great employees into deserved positions of greater responsibility rather holding them back because you’re concerned someone next won’t do as good of a job.

3) They lose faith in the leadership of the organization. Great employees are evaluating their superiors more than they themselves are being evaluated. Great employees easily envision themselves in greater roles of responsibility and stature. Once you lose your “locker-room” you will lose great players to the other team, your competition.

How to avoid this situation: As leaders, you should be keenly aware you walk-the-walk and talk-the-talk every day. You have the first boot on the ground and the last to leave. Never have the perception you “haven’t been there and done that”. Instill confidence and stand tall and lead by example. Fundamentals never go out of style!

4) They are exhausted! Great employees are work-horses but ride those horses too hard and they will get tired. Often great employees leave so they can find that greener grass and not be tasked into oblivion. Sure, who doesn’t like over-time BUT be careful because as you’ll see with #7 below, far fewer great employees leave because of pay.

How to avoid this situation: INCLUDE great employees with scheduling responsibilities. They know their areas of responsibility and may have input. Don’t be afraid to utilize others around your great employees to shoulder the workload so you don’t run your best horse into the ground.

5) They are fed up with internal politics! Great employees typically hang around longer and can tolerate more “stuff” than others. They see who gets promoted and when. Once enough of the boss’ buddies get promoted or family members get promoted before your great employee then you are asking for trouble. Business politics typically don’t play well with high-performers. Do you promote bureaucrats or people that can get the job done and develop others?

How to avoid this situation: Have a “kick butt” workplace mentality NOT a kiss butt workplace mentality! Evaluate and promote employees on merit and not who they know or how well they schmooze.

6) They have big ideas they want to implement. Great employees are great in part because they find unique ways to get betters results. Great employees want to share these ideas within the organization, so they feel they have contributed to the greater good and helped others along the way. Great employees will not stay around long when they feel their ideas that made them great performers are not worthy of utilizing within your organization.

How to avoid this situation: Always be on the lookout for better ways to do things better. Never fail to recognize the source of a good idea especially when it saves your company money or enables you to become more efficient. Public recognition with an award will go a long way to retaining your top-guns!

7) They are underpaid relative to your marketplace. It still holds true that people traditionally do not quit because of pay. Employers too often get caught up thinking their employees jump ship for pennies when this isn’t typically true.

How to avoid this situation: Do your homework. Be sure to be competitive. Remember it costs more to replace a great employee than to attract, hire, train and retain another. Plus, your lost productivity has a cost as well.

8) They can’t move up as quickly as your company’s structure will allow. Once the great employee feels they have hit a wall or the glass ceiling they will look for a bigger room or taller building. Be sure to engage them with other matters of real importance within your organization.

9) They want to change career paths and there aren’t any available within your company. A dead -end is a dead-end and a great employee will find a place with a longer road.

10) They want to work for themselves. Some great employees have an entrepreneurial spirit that cannot be held back at some point. You were once a great employee and now you own your own company, so we are sure you can relate to this point.

Shabro Alternative Office Solutions has extensive experience with workplace dynamics and human resource management. If you feel you or your organization could benefit from our services in the areas of human resources, payroll or bookkeeping please contact us today. (239) 437-3016

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