5 reasons your best employees will quit

5 Reasons Your Best Employees Will Quit

Company turnover can be the kiss of death for an HR department. Make sure you keep your rising stars from orbiting to another company. Avoid these top five typical pitfalls to ensure your key players stay right where they are.

Reason #1: The Manager

Believe it or not, one of the most common reasons that employees leave companies has nothing to do with the company itself and everything to do with the manager of the company. A manager’s most important job is to keep their A-players happy, and if they fail to do that, they will lose said A-players.

Reason #2: Undervalued, Overworked, Underpaid

We understand that small businesses may not have the budget to pay their employees top dollar, but that doesn’t mean that you have to pay them less than they deserve. Likewise, if your top employees have talents that aren’t being utilized or they’re being made to do grunt work that’s beneath their station, you stand a good chance of losing them.

Reason #3: Your Company Culture Isn’t Conducive

Even if you’re a small business, there’s absolutely no reason to create a culture of disrespect. While weeding out your company’s worst employees sounds like you’re downsizing, it’s worth it if you’re keeping your A-level employees happy. A culture of disrespect will lead to many of your “good” employees quitting.

Reason #4: They Got an Offer They Couldn’t Refuse

Yes, there are plenty of employees who leave because of financial reasons. But there are just as many who leave because, in addition to the financial reasons, they got extrinsic offers as well — a better company culture, additional perks, a healthier office environment. All of these are just as important to many employees as a good salary, so be sure you’re keeping them happy in as many ways as is financially possible for your company.

Reason #5: There’s No Proper Communication

Career coach Tanya Ezekiel warns about the dangers of lack of proper communication and gives tips on how to solve the problem. “The key is to be self-aware. Delegate to empower, speak with (not to) your employees, listen to connect, acknowledge their concerns and ask questions to find out how to keep them happy,” she said.

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