When you would like to retain your best employees, you have to carefully consider how you care for them. It’s pretty unbelievable how frequently you hear some managers complain about their best staff leaving, and they actually have something to grumble about. Not many things are as disruptive and costly as good people leaving.

Managers have a tendency to blame their turnover troubles on a lot of things, yet ignoring the core issue: employees don’t leave their jobs; they leave bosses. Even then this can simply be avoided. What is needed, are a new outlook and a little more effort from the manager’s. Most organizations know the importance of having engaged and motivated, employees. However, the majority fails to hold managers liable for getting it done. Unfortunately, the bottom-line suffers, when they don’t.

Overworking People

Overworking our good employees leads to their burn out. We are tempted in getting our best staff working hard that we end being trapped in this. Overtaxing good staff is baffling; it can make them feel as though they’re being disciplined for their great performance. Overtaxing staff is counterproductive as well. A new study from Stanford indicates that productivity for every hour declines sharply if the workweek is more than 50 hours, thus productivity reduces a lot of overtime. Meaning we won’t get anything from working more.

When you have to increase the amount of work your talented staff is doing, I would suggest you consider raising their rank as well. Talented people will undertake bigger workload, but won’t stay when their job stifles them along the way. Promotions, raises, and title-changes are some suitable ways to increasing workload. But when you simply add the workloads since people are talented, not changing anything, they may seek a new job that offers them what they are worth.

Not Recognizing Contributions And Rewarding Good Work

It may be easy to undervalue the power of rewarding good work, particularly with top employees who are basically motivated. Everybody likes kudos, especially those who give their all and work hard. Managers should talk with their staff to know what will make them feel good (for a few, it’s public acknowledgment; others it’s a raise). After that, I would recommend giving them incentives for the job well done. For the top performers, it will keep occurring often when it’s doing right.

Failing To Growing People’s Skills

Whenever managers are asked on the negligence to the workforce, they often excuse themselves, by using words like “autonomy,” “trust,” and “empowerment.” This needs to be addressed. Good bosses should manage all, regardless of how brilliant the people. As a manager, I would be more attentive and are always listening and giving reactions. If we have brilliant employees, it’s our responsibility to keep getting areas that they can get better at and increase their skill set. Most talented people want feedback—often than the less talented—and it’s for us to keep it coming. When we don’t, our good staff will get complacent and bored. 

Not Caring About Their Staff

Over half of employees who quit their jobs do so since of their rapport with their manager. Smart organizations ensure that their managers distinguish between being professional and being human. Being a boss means rejoicing for my employee’s achievement, identify with those who are going through tough times, and challenge employees, even though it hurts. Managers who do not actually care will constantly experience high turnover rates. Having to work for someone 8-plus hours can be difficult when they are not individually involved and even don’t think about anything apart from our production yields.

Not Honouring Commitments

When we make promises to employees it puts us on the thin line that borders making them happy and having to watch them leave. Each time we uphold a promise, our employees look up to us since we have proven ourselves to be honourable and trustworthy (two very key qualities of a good boss). However, when we ignore our commitment, we are seen as uncaring, slimy, and disrespectful. Besides, when a boss does not respect his commitments, everyone else won’t.

Hiring And Promoting The Wrong People

Hardworking, good employees would like to work with other like-minded professionals. When my boss doesn’t work hard in hiring the right people, it can be de-motivating for those who have to work next to them. What is even worse is promoting the wrong people. When an employee works their tail off only to get passed over for promotion, then giving it to a person who simply glad-handed their way up­­­­­, it’s a huge insult. This is what makes our good staff leave.

Not Allowing People Pursue Their Passion

Brilliant employees are very passionate. Offering them opportunities to pursue these passions increases their output and job satisfaction. However, a lot of managers want their staff to work within the set areas. These bosses fear that efficiency would decline when they allow their employees to expand their focus and follow their passion. I believe such fear is unproven. Research has shown those employees who are allowed to follow their passion at work experience more flow, an elated mental state that is 5 times more fruitful than the norm.

Failing To Take On Creativity

Most gifted personnel seek to advance everything they touch. When we remove their ability to improve and change things since we’re simply okay with the status quo, it only makes them detest their jobs. Closing out this intrinsic aspiration to create doesn’t only limit them, it also limits us.

Not Intellectually Challenging Their Staff

Great managers challenge their staff to achieve things that appear unimaginable at first. Instead of having dull, incremental goals, we need to place lofty goals which push employees from their comfort zones. Afterward, we can do all in our power to assist them to succeed. When intelligent and talented employees have to do things that are very easy and boring, they look for other jobs that can challenge their intellects.

In Summary

When you would like to retain your best employees, you should consider how you handle them. Although good workforce is essential, their abilities are what give them loads of options. we have to make them desire to work for us.

Or risk your best staff working for your competitors.

 

 

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