So why do good employees leave their current positions?
1)
The job was not as expected. All too often the
job changes from the original description and what was promised during
the interviewing stages. It becomes painfully clear to the new hire
that their new company played the bait and switch game which ultimately
leads to mistrust. The new hire is now thinking, “What else are they
lying about?”
2)
Work/Life imbalance. There are times when
management demands that one person do the jobs of two or more people.
This is especially true when a company downsizes or restructures
resulting in longer hours and possible weekend work. Employees are
often forced to choose between a personal life and a career.
3)
Mismatch between job and new hire. No matter
how much you love the candidate, don’t hire them unless they are truly
qualified for the job and they mesh with your company culture. Too many
times, I’ve seen hiring managers try to fit a square peg into a round
hole especially when it comes to a sales position.
4)
Management freezes raises and promotions. Money
isn’t usually the first reason why people leave an organization but it
does rank especially when an employee can find a job earning 20-25%
more somewhere else. Make sure your wages are competitive and your
benefits package is attractive. Resources like
www.salary.com can provide accurate and appropriate information.
5)
Feeling undervalued. It’s human nature to want
to be recognized and praised for a job well done. And in business,
recognizing employees is not simply a nice thing to do but an effective
way to communicate your appreciation for their efforts and successes
while also reinforcing those actions and behaviors that make a
difference in your organization.
6)
Lack of decision-making power. Too many
managers micromanage down to the finest detail. Empower your employees
and allow them the freedom make suggestions and decisions. I realize
that Empowerment is a ‘catch-all’ term for many ideas on employee
authority and responsibility; but as a broad definition it means giving
employees latitude to do their jobs and placing trust in them.
7)
Too little coaching & feedback. Many
managers have no clue on how to help employees improve their
performance. In addition, many managers put off giving feedback to
employees even though they instinctively know that giving and getting
honest feedback is essential for growth and in building successful
teams and organizations. Your role as a manager is to help your people
find the right behavior, not just tell them what to do.
8)
Management lacks people skills. Remember that
many managers were promoted because they did their first job well, but
that doesn’t mean they know how to lead others. People skills can be
learned and developed but it really helps if a manager has the natural
ability to get along with people and motivate them.
9)
Too few growth opportunities. One of the most
common reasons employees express for leaving their jobs is lack of
challenge and potential for career growth. The most successful
employers find ways to help employees develop new skills and
responsibilities in their current positions.
10)
Loss of faith and confidence in corporate leaders.
With
employees being asked to do more and more, they see less evidence that
they will share in the fruits of their successes. More often than not,
when revenues and profits are up, employers are still thinking
competitive wages but employees are thinking bonuses, stock options and
creative development opportunities.
Love,
Nadira Kushari.
