As a company, when you initiate a hiring process you hope to get the most-skilled candidate within your budget range and who is a perfect fit for your company culture. Then you hope they will find fulfilment in their work and stay with the company as long as possible, forever even.
Most companies do their best to prevent an employee quitting midway through their contract to avoid disruptions in service delivery and another costly hiring process to find a suitable replacement. The impact is worse if your best talents quit every now and again leading to high turnovers. So what could be making them leave?
Here are the reasons your good employees quit.
They don’t fit into your culture
Employees leave when they feel that they don’t fit into your workplace. This happens when you don’t clearly elaborate on your company culture during the recruitment process or you oversell the organization on the job advert. While this may attract more applications for the post, sooner or later the truth comes out and the new employees who feel short-changed quit.
Minimal opportunities for growth
The difference between the employees and the averages ones is that former always work on growing themselves. This is should be an admirable quality in your employee but it works against you if you lack opportunities for career growth and professional development since they will look for these opportunities elsewhere.
It is even worse if your company doesn’t have a clear structures for promotions and your employees don’t know the parameters upon which their performance is evaluated.
Good employees want to get feedback about their work from their immediate supervisor. This not only helps them focus on the goal but also provides invaluable tips on how they can improve on their workmanship.
Your best employees will leave if they don’t feel that they are getting the mentorship and coaching they need to better themselves and the skills they possess.
Poor management decisions may also lead to your best employees quitting since they don’t believe you are competent enough to steer their career in the directions they want.
Your best talents want to be fairly remunerated for their skills and experience and the value they bring to the company. If your compensation package is lower than the market rates listed at a Salary Site then you run the risk of your best employees being lured away by competitors with better offers.
Many talented employees who quit mention a micromanaging boss as the main reason they left an otherwise great company.
Good employees already have the skills for the role they hold; that’s why you employed them in the first place. Now, allow them to use these skills for the benefit of the company. Tell them what to do, not how to do it.
Having a boss constantly on their back with this and that instruction inhibits the use of their natural skills and leads to a stressful work environment that only few people can thrive in.
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