How do you keep your employees from leaving your company?
You spent a lot of time and MONEY finding, recruiting, and training good people, don’t just sit back and watch them leave.
Here are ten critical reasons why employees quit their job.
1, Relationship with the Boss
Employees need to feel like they are a key part of the company and the boss is their key to the company.
It has been said before, but people do not leave companies they usually leave managers.
The number one thing all employees desire from their employer is to grow and get better at their job, people have an innate need to improve and failure to recognize that will leave people looking for a company that will help them grow.
The highest and most productive environments come from “team: A team give a purchase to the employee and the lack of team within your company will drive people to find a team or community where they feel like they belong
Research from the Gallup organization indicates that one of the 12 factors that illuminate whether an employee is happy on their job is having a best friend at work.1 Relationships with coworkers retain employees. Notice and intervene if problems exist and the employees appear unable to solve the problem themselves.
4, Unable to Use Their Skills and Abilities
When employees use their skills and abilities on the job, they feel a sense of pride, accomplishment, and self-confidence. Find out what skills your people have, don’t assume you know what they are. Employees want to develop and grow their skills. If they’re not able to do this in your jobs, they’ll find one where they can.
5, Part of the Solution
Employees need to know how your job makes a difference, how they part is key to the success of the whole.
Too many managers assume that the employee will receive the communication about the vision, mission, and overall plan from executive staff and make this leap. They don’t. They can’t. They need your help to understand and connect their job to the bigger picture. If they’re not part of it, you’ll lose them.
Independence and accountability have to be part on the company culture. Having your employees feel a sense of empowerment makes employees feel in control of their future within the company
7, Meaningfulness of the Employee’s Job
Everyone wants to do something that makes a difference, that isn’t busywork or transactional work, and that contributes to something bigger than themselves. Ambitious and doable. The mistake many managers make is to take credit for the work of their employees or to fail to give credit to all who play a role in the overall success of the company.
8, Include employees in the vision of the company
Financial instability: poor sales, reduced work hours, salary freezes, successful competitors highlighted in the news, bad press, employee turnover, mergers, and acquiring companies, all lead to an employee’s feeling of instability and a lack of trust.
Employees who are worried tend to leave. Let them know how the business is doing at all times and what the organization’s plans are for staying on track or recovering in the future. If negative incidents occur, communicate. You cannot overcommunicate when you are attempting to ease employees’ concerns.
The most important issue here is the employees’ trust in and respect for the management team. If they respect your judgment, direction, and decision-making, they will stay. If not, they will leave. After all, they have the financial stability of their own families to consider when they decide which executive they will follow—or not.
Company culture speaks volumes about how the employees feel about the company they work for. One company after every sales presentation would ask the potential client how they did, could they have done something different that would have made their presentation more clear and easier to understand. They had a company culture that was all about “If there is a better way, we are going to find it” the result was impressive, everyone was all about improvement. Needless to say; they were impressive already; most people would have said we are good enough.
Employees appreciate a workplace in which goals are transparent, management is accessible, executives are approachable and respected, and direction is clear and understood. Your overall culture keeps employees—or turns them away. Which gets you what you want and need for success?
People crave recognition, more than money, but one size does not fit everything. Recognition must be tailored to each employee. One manager knew his top employee did not like public recognition, so he wrote a letter to the employee’s son and shared with this young man how he felt about his dad and how important his dad was to the overall success of the company.
Lack of recognition makes people feel unappreciated, leaving them looking for any kind of appreciation.
Unless you want to be the only employee of your company, employees are key to building a company, it is important to remember that employee always have a choice on where to work. The value of your company is directly tied to the employees and the work they do.