Five Ways to Lose Great Employees

You’ve heard it said that “great employees don’t leave companies; they leave managers.” Recent studies reveal that, on average, workers (especially younger workers) change jobs about every 18 months. If you want to keep your best employees and avoid costly turnover, read on to learn the top five mistakes employers make that cause them to lose employees.

1.Be Vague About Your Vision

Employees need to feel a sense of purpose, to feel that they belong and that they can make a difference in the world, however small. If you are not clear about your vision and your mission, they will not feel clear about their connection to the big picture, and they won’t be engaged. Develop a mission statement, and make sure you and your managers are living up to it. Employees won’t buy into it if you don’t. Plaster it on the walls; make it part of your logo; put it on your stationery. 

2. Shut Your Door

Your people want to feel that you and your managers value their opinions, feelings, and needs. If you don’t invite their input, they will not feel that they have a stake in your business. If they have a concern, listen carefully with empathy. Fix the issue if possible, or at least give them a compelling reason why the problem exists and why you are unable to fix it.

A prime reason that employees site for leaving is that they feel left out of the loop. Communicating not only the good, but also the bad, lets the team know where improvement can happen and also shows your trust in them, and expresses you care about their improvement.

3. Chain Employees to a Schedule

Today’s employees need a little freedom, fun, and flexibility. Try to reduce the tedium of their jobs. See if you can “blur the line” between work and fun. Decrease the number and/or length of meetings, or perhaps incorporate a little fun and stress relief. If possible, allow them to work flexible hours, or to work from home one day per week, especially if they have a long commute.

4. Stifle Motivation

What? A job and a paycheck aren’t motivation enough? Well, that might do for the ordinary worker, but great employees need a sense of gratification that goes deeper than a dollar sign. Monetary rewards for good performance or punishment for poor performance are extrinsic motivators, and not as effective as a sense of internal gratification for doing good work and a bit of applause. These intrinsic rewards are much more likely to keep great employees happy.
Micromanaging is one of the top behaviors that can push an employee away.

5. Ignore Employees’ Futures

Great employees are ambitious. They need hope for advancement, and they need to clearly understand how to achieve it. If employees do not find a path to advancement at your company, their ambition will take them elsewhere. Whether it’s a horizontal move or a vertical one, give them a clear path to advancement and mentor them so they can succeed.

Do you need an Objective View?

Sometimes it can be beneficial to have an unbiased consultation to understand what is going on inside your organization. We provide this consultation and can help with training for you and your managers to avoid these pitfalls. Keep your great employees working for you and not for your competition! 
Get started on the right foot with a strong onboarding process. The onboarding process tells a lot about your company. If run poorly, it can provide negative incentive and cause a great employee to look elsewhere during the first couple months of being hired.

Whatever your HR needs, we can help you build a strong team of dedicated employees.  Give us a call or drop us a line

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