Employee retention is crucial in any organisations, and you definitely need to pay attention when it comes to your top performers. By Satyaki Sarkar
An organisation is only as good or great as its leaders and employees. Keeping that in mind it’s important you retain the best talent. This involves understanding what they want and why they might want to leave. To get you started, here are six reasons why employees leave even if they really like their job.
1. It might be you
While it might be difficult to admit or accept, one of the main reasons employees quit is not because of their job, but because of the manager they report to. As a leader, it is your responsibility to not just ensure that your employees are performing to their abilities, but also that they are sufficiently satisfied and happy with their job. A hostile or indifferent leader tends to look at the team members only as labour, without considering their interests, needs, issues, and concerns, driving them further and further away. A good leader on the other hand tries to understand each employee, provide help whenever needed, exhibit patience and understanding, connect on a deeper level, and provide opportunities for growth, as well as recognition for work done.
2. No room for growth
Your best employees didn’t get to be the best just by luck or chance. Their career has seen them take up one challenging role after another, pushing their limits, exploring new and exciting opportunities, and building up their professional repertoire with a number of extremely well developed skill sets. As such, they will be constantly hungry for more, and a company or job that isn’t able to give them opportunities to move forward will demotivate them. We all have certain goals and hate the prospect of being stuck doing the same thing over and over again for the next 30 years. The exceptional among us feel this even more, and unless they have something to look forward to and work towards, they will start looking for advancement elsewhere.
3. A toxic environment
One of the most common reasons that make employees want to quit, even the best ones, is a hostile, constrictive, and toxic work environment. This could be due to a number of factors, including a lack of patience among managers, lack of freedom to share or ask questions without fear of retribution, regressive policies, invasion of private space, and an overall company outlook that treats its employees as little more than slaves, offering no freedom or space to comfortably operate. Organisations should periodically conduct informal one on one sessions with their employees, where they are encouraged to speak freely, to find out about policies/process that are too regressive and need to be reworked.
In the majority of corporate culture, employees are encouraged to feel like a part of the company, to build ownership, responsibility, and emotional loyalty towards the organisation. However, when you preach the same while mistrusting your employees and doubting them, it makes it impossible for them to feel connected to the organisation in any way. While security and compliance is definitely of utmost importance, those checks should not reach an extent where an employee feels personally targeted rather than it being a routine company process. Therefore, companies should work on empowering their employees and build them up to take on additional responsibilities, and as a result get to the next level in their professional and personal growth.
5. Not being valued
Being your top performers, your best employees will always be coming up with new ideas, thoughts, and innovative methods of improvement, be it personal improvement or the company’s. In such circumstances, it becomes very important for companies, and leaders in general, to sincerely and genuinely pay attention to what they have to say, and evaluate the practical applications of these ideas, without treating them with indifference and dismissal. Employees who start feeling that their efforts are not valued, extra contributions are ignored, and are not being remunerated appropriately will stop feeling important and start looking for alternative options that will d give them a higher level of importance and consideration.
6. Rigid hierarchy
An operational structure and framework is an essential part of every organisation, but if the hierarchical structure of a company comprises of an excessively rigid top-down model, it stunts the ability of employees to freely communicate with upper management and as a result leads to severe unhappiness. A boss who remains unapproachable, or sits behind multiple layers of managers, quickly starts seeming like an invisible overlord who rules with an iron fist. A successful company, thus, promotes a balanced and healthy mix of hierarchy and an open office structure, encouraging interaction within employees, subordinates, and superiors, without unnecessary red tape.
Photograph: Katemangostar – Freepik.com