Behind “talent flight” is usually an issue companies can address in advance.
Many supervisors accuse their employees of a lack of commitment to their working relationship or mission, and they feel disappointed when workers leave the company unexpectedly. The departure of employees is one of the greatest concerns of business leaders.
However, an employee rarely decides to quit suddenly. It’s usually a process with deep roots and can last for months or years. It all begins when the employee starts to doubt the company’s decision-making process. This is the beginning of a disconnection that ends in the person leaving the company. Nine times out of 10, when employees take advantage of new job opportunities, they’ve already decided to leave their current employment.
Some of the main reasons why employees leave:
Unfulfilled expectations. It’s important that both employer and employee know what to expect from the other. Often, employees consider themselves deserving of advancement or raises that the employer isn’t necessarily willing to provide.
Lack of information and support. A good employee needs to know where the company is going, what is expected of him, and how to evaluate his work. It’s the responsibility of management to dedicate time to answering these questions and explain what the company expects within a determined period of time in terms of specific, realistic, and measurable results.
Favoritism and lack of meritocracy. Mistakes of this kind are the ones that most undermine employees’ loyalty, increasing their stress and insecurity. Justice and fairness are two fundamental principles of managing human resources.
Lack of a career track. It’s absolutely necessary to offer some real and satisfactory prospects for the future in order to win the fidelity of high-quality human capital. When a company isn’t in a position to do so, it’s better to be honest, seeking the best outcome for both parties in what is openly acknowledged to be a temporary arrangement.
Feeling undervalued. Bosses have to know how to empathize with their employees. It’s vital that they pay attention to their employees’ work, so as to appreciate and recognize their contributions individually, celebrating their personal effort and productivity.
Work overload. One problem that has increased in recent years is the appearance of inflexible working hours that cause significant personal conflicts, leading to employees feeling insecure and dissatisfied. Besides its effect on the number of people who quit their jobs, this problem also causes stress and health problems, and therefore has a significant impact on productivity.
Loss of confidence in leadership. Good employees will likely remain in a company as long as they have a boss who respects and supports them. Conversely, a boss who refuses to trust them, who doesn’t take an interest in them on a daily basis, who treats them inconsiderately and who doesn’t appreciate them hastens the employees’ exit from the company.
The people must always be at the center of any business. The amount you are paid is certainly an important factor in evaluating and protecting your job, but there’s no doubt that what everyone hopes for in their professional life is to be respected, appreciated, and thanked for their daily sacrifices.
Read more:
Negotiation isn’t just a business skill, it’s a way of practicing charity
Read more:
You’re an asset to your job if you have these 4 attitudes
