Why Do Good Employees Leave?
By: Patrick P. | September 26, 2016
Some would think that it is difficult to make the good employees stay in the company, when in fact, it shouldn’t be. Most mistakes that companies make could be avoided easily. When companies make mistakes, the first to leave are the best employees because they know they are good, and they can easily find a better company to be part of.
Your company has to engage your best employees; that’s a way to keep them. This should have been commonsensical, but in practice, it seems like it is not common enough. When the best employees start to feel disengaged from the company, they will start looking for another job.
When your company starts losing the good employees, it is not that they disengage all at the same time. It is more like their interest in their work slowly fades away, this is termed as a “brownout.” The employees slowly lose their fire and passion for their work.
Brownout is not the same with burnout, though, because the employees with brownout seem like they are working just fine. They still put in long hours of work, contribute to their teams, and the overall functionality is not really affected. However, inside they are just not feeling it anymore. They feel distant with their work and with their company.
If you can prevent brownout, then you can also prevent your top employees from leaving your company. In this article, we will look at some of the practices in companies that pushes the good employees to leave.
Not Recognizing Accomplishments
Never underestimate what a pat on the back can do. When you recognize the good performance of your best employees, they will be more motivated. Anyone who works hard and gives their best wants to feel that the higher ups of the company can see and appreciate their efforts. It shows that the company pays attention to the performance of their employees.
Rules That Don’t Make Sense
It is a given that companies need to have rules to keep things in order. However, the rules don’t have to be shortsighted. Nor should it be just some lazy attempt to create some sense of order.
If the company is too overzealous with their rules, it will drive their employees crazy. The environment would feel stifling, and the workers will be eager to wiggle their way out of that place. They don’t want big brother to watch over their shoulders.
There should be enough breathing space for the employees and a certain level of trust that they will do their work and do it well.
Tolerating Poor Performance
When you allow the weak links to continue working that way without certain consequences, they will drag down everyone else. And this does not exclude the top performers. In fact, when you allow poor performance, it will discourage the top employees from working hard because they can see that you do not care whether or not the employees work well or just slack off.
Not Caring About the People
Most of the people who decide to leave their jobs do so because of the relationship they have with their bosses. A good company is one that makes sure their managers and aware about how to balance their being professional and their being human.
These are the kinds of bosses that can celebrate with their employees when they achieve a goal and who can empathize with the ones who are going through some hard times. These bosses know how to challenge their employees even if it’s difficult to see them pushed against the wall. But they know that such employees will rise to the challenge.
Treating Everyone Equally
Come on, get real. This strategy only works in school children. The workplace is not a school, and the employees are not children. When you start treating equally, indiscriminately, that will put no distinction between your top performers and the lazy ones who just punch the clock and sit on their desks all day waiting for the time to go home.
You have to reward the employees that perform and encourage the ones that are not putting in their best efforts. How you do this highly depends on the culture of your workplace and what works for you and your employees. It can be a raise, a vacation package, or anything that can make the good employees feel that you see how hard they work. The lazy ones will be enticed as well and will start working a bit more because they know that a good job is being noticed and rewarded.
Not Showing the Big Picture
When you only send out employees to do tasks without them seeing the big picture and how it affects the company, you are failing to make them appreciate the value of their contribution. This can certainly be a deal breaker to the top employees.
Naturally, the top employees do more because they are passionate about what they do. But if they don’t know what they’re doing it for, they are going to feel aimless and alienated. They have to have a purpose and meaning in the company. That will make them feel that they are doing something meaningful and valuable.
Not Letting Employees Pursue Their Passions
Your top employees are not only talented; they are passionate. If you give them the chance to pursue their passions, this will affect their productivity a great deal. They will have a lot of satisfaction with their jobs. Managers should not let their employees rot in a little box.
Not Making Things Enjoyable
If your employees are not having fun at work, something is wrong with your company. Employees are most likely to give it their all if they are having a good time with what they are doing. Fun is your business’s major ally against brownout. The best companies are those that acknowledge the importance of allowing the people to loosen up a bit. The idea here is a rather simple one when work is fun, your employees will most likely perform better and would also go the extra mile to make sure they’ll do the job as best as they can.
In the end, the good employees don’t leave their jobs; they leave their managers. The managers should be able to acknowledge the employees who do their job well while encouraging the rest to do better. A good manager and a good company will not only make the top employees stay, but they will also inspire and motivate them more to keep the company growing.
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