Losing a valuable employee is never easy. Not only can it take a lot of time to identify and train the right replacement, but the void can also be a burden on the rest of your team.
While there are some factors that are out of your control, many good employees quit due to mistakes their employer is inadvertently making. In these cases, people don’t suddenly decide to find a new job overnight. Instead, their perception of their company changes over time; often unbeknownst to the employer. Despite their strong performance, however, a top employee could slowly be losing their interest in their role.
The signs aren’t always obvious, but as a leader, your job is to make sure that your team has everything they need to stay motivated. This starts by understanding why people leave their jobs in the first place.
Here are 5 of the top reasons good employees quit:
Their skills aren’t being developed: The most talented professionals are always looking for ways to expand their skillsets. If they feel their work has become too “routine” or fear that they have become complacent with evolving industry trends, they’ll start exploring opportunities that offer more growth potential. If you have a top performer who needs professional development, check out this article for five ways to show them you are invested in their careers.
They aren’t being recognized: It’s easy to overlook the power of a thank you, especially when your employees constantly produce stellar work. To show that you are paying attention, however, it’s important to recognize your team’s accomplishments. Whether this comes in the form of a promotion or a company-wide shout out, creating a feedback-rich environment is a great way to get your employees excited about their impact and eager to do more.
A lack of transparency: Organizations with rigid top-down leadership may have a more difficult time retaining top performers. While it’s important to establish a reporting structure, all employees—regardless of title or tenure—should have the opportunity to be part of the decision-making process. Rather than treating employees as cogs in a machine, leadership should make the effort to be more forthcoming with new initiatives, listen to employee feedback, and encourage collaboration across departments.
Profits are prioritized over people: Your employees should be just as valuable as the company’s bottom line. If your team does not feel that you genuinely care about their health and well-being (both in and outside of the office), this will create a culture of low morale and high turnover. Your employees will ultimately drive the company’s success, so listening to their needs and helping them maintain a healthy work-life balance should be a priority.
The culture is all work, no play: It can be easy for your employees to put their heads down and focus on the work at hand without much personal interaction with their peers. However, a results-only work environment can lead to employee burnout and decreased job satisfaction. To create a supportive work culture, give your employees opportunities to get to know one another away from the office. Planning events and activities for team bonding will not only build trust and relationships among your employees, but also help them feel more connected to the company.