Even good employers lose good employees, including employees who leave because their spouse takes a new position in another city or state.
However, there are poor, foolish, and costly reasons why employers lose good employees; here are 9 of them from my experience to avoid in your organization.
1. An abusive, critical, or non supportive boss
A poor relationship with their immediate boss is the number one reason good employees leave, yet this is an area where employers can take real action, but often don t.
2. Not enough consideration for new ideas and creative proposals
Especially if the employee has an area of expertise they want to develop, a new product or service to experiment with, or a highly desired project.
3. They were passed over for a promotion and it was handled poorly
Plan promotions and their announcement carefully.
4. Really petty stuff
At one company I know well, a loyal and capable employee with over 10 years of service was not allowed to leave 20 minutes early on Fridays to play in a golf league even though he was willing to make up the time. His boss, however, regularly left at noon on Fridays to play golf.
5. Reasonable requests not granted for matters related to family or other important concerns
This is not as much of a problem as it once was. However, one company lost a valuable employee by refusing her request for time off to take her daughter to college for the start of her freshman year.
6. A lack of recognition, including not acknowledging the value of the work employees do
Some people suggest high performers don t care about recognition, but I ve found it to be important on all levels of every organization.
7. Obstacles or a lack of cooperation from individuals or other departments
This often isn t seen as an employee retention issue, but it is. Who wants to continue to work with individuals or other departments that interfere with the ability to get important projects completed?
8. Really stupid stuff
Here s an incredible, 100 true story. A manufacturer had a star salesman, the best one they d ever had, and one whom their competitors sought. How good was this salesman? Due to his combined salary, commissions, and bonuses, he was about to make more money than the president of the company.
What did the company do?
They cut his bonus structure back so his compensation could never be higher than the president s salary!
No doubt most companies would have found a better solution than this.
9. A lack of career development
Few capable employees want to continue doing the same work in the same way for long periods of time. Seeing little or no chance for advancement, they leave for employers who are willing to figure out how they can provide this.
There are other reasons employees leave, of course.
However, here s a very important point this list underscores: the fact that most of the reasons good employees leave are correctable by employers!
How many of these items, or others like them, are causing good employees to leave your organization?
Look for them now.
Author Resource:
Ross Blake, the Employee Retention Manager, shows employers, business owners, and HR professionals how to develop retention strategies specifically for their organization, and save tens or even hundreds of thousands of dollars in employee turnover and recruiting costs. Free Special Report, “How to Stop Losing $5,000 to $50,000 by Keeping Your Valuable Employees Longer,” plus free retention tips, tactics and strategies ezine: http://www.EmployeeRetentionManager.com
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