Five Reasons Your Top Employees Leave You

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Five Reasons Your Top Employees Leave You
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Retention! Retention! Is there a mantra for
retention?

• Unfortunately not.

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You hire a great candidate and dream of him
turning out to be a top performer, which he
eventually does.

• While you think all is well, his resignation
  lands in your inbox.

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HOW? WHY? WHATS WRONG?
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Well, there could be a zillion reasons and most
of them are most likely personal. But, thats
your cue to do a reality check.

• As an HR manager or leader, you need to know that
  your workplace is finely tuned.

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Read on to know the top five reasons great
employees leave their organizations.
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1. They are just bored
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It could be that an employee is simply
unchallenged by the work.

• A man needs to enjoy what he does, and if you
  have an employee who simply loses interest in his
  job, then the first thing on his mind would be to
  look for something better.

• Despite having great talent, if an employee loses
  passion for the job he does, he will be of no
  worth for the organization.

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Its only natural!

• An HR manager needs to ensure that each employee
  is challenged, engaged and excited about the
  work.

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2. No motivation
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There are extrinsic and intrinsic motivators.

• Intrinsic motivators are the motivators that
  inculcate an internal desire to do a good job or
  to create an awesome product.

• Extrinsic motivators at a workplace involve cash
  bonuses and other such carrot and stick rewards.

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In a modern workplace, extrinsic motivators are
less effective but most relied on. Financial
compensation is not a sufficient incentive for
retaining great talent or for ensuring
productivity.
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3. Independence
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Yes! People fight for it.

• Independence and autonomy.

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These arent something your organization can give
to your employees. But rather, these are
characteristics that employees need to pursue.
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Through this, employees are empowered to own
their responsibilities and execute them in the
best manner. If this empowerment is lacking,
employees are most likely to leave.
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4. Manager trouble
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Its already very popular that people dont quit
their jobs, they quit their managers.

• When there are low retention rates, the
  management is the first area that requires
  troubleshooting.

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If the immediate manager of an employee does not
cooperate with him, does not develop his
confidence, does not trust him, or simply doesnt
recognize his performance, he will run, surely!
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5. Bleak future
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Career advancement is the keyword. No employee
would like to be stuck in a job role for years.

• Employees always look forward to advancing their
  careers and if they find no future in the job,
  they wont stay in it for long.

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It is essential to create career paths that are
well understood by employees.

• They need to know how they can move vertically or
  horizontally on the career paths of the
  organization and exactly what they need to do to
  achieve this.

• HR managers need to make it crystal clear for
  employees on how they can advance their careers
  in the organization.

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To retain good employees, stay in touch with
their thought process. Constantly review whether
or not they are happy with their work, are their
needs for meaningful and challenging work being
met, is their work given sufficient recognition?
Make amends for problem points. After all, talent
doesnt grow on trees! So retain it.
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IIT-H Foundation, Gachibowli, Hyderabad961840275
1, 9000600247

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