fbpx

The Top 10 Reasons Why Good Employees Quit and How to Stop It

There’s been a shift in priorities for companies and employee retention strategies have moved to the top of the list. It’s not just about getting the best employees; it is about keeping them.  

Hopefully we want to keep our talent because we have invested in them. From the energy and resources it took to find our employees originally to the exponential costs of onboarding, training, and developing our employees towards success once they made the decision to join our company. Conservative estimates on the cost of replacing an employee range between half of their annual salary to two times that amount. For some companies, keeping top performers can be the make or break it move that saves their business. 

It’s worth asking why good employees quit and then exploring ways that you can keep them.  

No One Cared 

Gallup found that 52% of people voluntarily leaving their job said that their manager could have done something to prevent them from leaving. But they didn’t. Imagine that, more than half of the people leaving can be convinced to stay. We don’t know what it would take for them to stay or if it’s practical, but it’s simple to ask the question of if they are happy with their job, with the company, and/or with the opportunities provided. 

The key is to get ahead of the curve because when employees begin to feel you’re apathetic, that’s when they might stop caring, too. One simple solution is to start practicing stay interviews as a way to check in with your employees. 

They Don’t Like Their Manager 

Take the time to work with your managers to build strong leadership practices. Focus on your conversation cadence from one-on-ones, to reviews, to meetings; all opportunities for your managers to build connection with their team members. Use an engagement survey to gain information about the team’s overall satisfaction with their manager, tracking trends in comments/feedback to help your managers improve in their role. 

There’s No Growth 

Too often, companies fall into a rut of seeing their employees as people filling a role, not as dynamic individuals who want to be challenged and grown. Learning what your employees see as their professional (and personal) dreams and aspirations can be an eye-opener. Remember that growth and promotions are two different things. Many employees are happy in their current seat and are simply looking to be stretched with new responsibilities. Get to know your employees wants/needs and create intentional success plans to help them feel fulfilled. 

No Flexible Work Arrangements 

More than ever before, people are working in remote or flexible work arrangements. USA Today reported that 40% of Americans prefer to work from home full-time.  If you want to keep these employees, and your business operation allows for work location flexibility, now might be the time to figure out how to make it work for your business. 

Lack of Equality 

It’s way past time to roll back the curtain on inequality in the workplace. While many companies are pushing diversity and inclusion agendas, rigorously reviewing their old practices and their current situation, other companies are sadly apathetic or unapologetic. It might be time to review your diversity and inclusion strategy (view an example of a DE&I declaration here). 

Better Offer 

Sometimes your employees are going to get a better offer and decide that leaving is the right move for them in their season of life. By implementing stay interview practices and ensuring our managers are asking the right questions during one-on-ones and reviews, we should have a better idea if an employee wants something more/different before they ever hand in their resignation. Even if you didn’t know, ask questions when the employee tells you they are leaving. We might be able to fertilize the grass beneath their feet. 

No Voice 

Salesforce Research did a study and discovered that employees who feel heard are 4.6 times more likely to feel empowered to do their best at work. What does that sound like to you? To us, that sounds like employee engagement. With Manage 4 Performance™, we find that consistent coaching conversations (as opposed to annual reviews), as well as regular one-on-ones where we are focused on an employee’s success, can help. In both scenarios, we should be asking, “is there anything I (the manager) or the company could do better”? 

No Recognition 

Gallup looked at the benefits from even simple acts of recognition and found that it clarifies goals, reinforces a team’s sense of purpose, improves quality, inspires trust, and encourages collaboration. Be careful in assuming that everyone looking for recognition is looking for the same thing – a public shout out. Get to know your employees and what recognition means for them. Sometimes it is as simple as an extra thank you for doing what you do! 

Lack of Autonomy 

Organizations that don’t allow their employees to have some sense of freedom and autonomy create an atmosphere of mistrust. When an employee is empowered and trusted to do the very job they were hired to do, they feel valued and that their contributions matter. Great managers find ways to share what needs to be done without telling their employees exactly how to do it. Look to find the balance between micro- and under- managing your team.  

The Wrong Seat 

Sometimes we, or our employees, discover they are simply in the wrong set. If your employee is high performing and value aligned, then they are not a lost cause. Work to identify other opportunities within your company to keep talent like this. If you can’t find the right opportunity within your organization, look to support this talent as they exit from the organization. You never know when they might want to come back… and as your company continues to grow, the right seat might be available next time.

Wrapping Up 

Much of what it takes to retain our amazing employees is ensuring engagement. Knowing what is important to each individual can significantly increase engagement. Manage 4 Performance™ provides your team the tools they need to effectively manage your talent by encouraging open communication, feedback, and recognition. Learn more by clicking the button below!

There’s been a shift in priorities for companies and employee retention strategies have moved to the top of the list. It’s not just about getting the best employees; it is about keeping them.  

Hopefully we want to keep our talent because we have invested in them. From the energy and resources it took to find our employees originally to the exponential costs of onboarding, training, and developing our employees towards success once they made the decision to join our company. Conservative estimates on the cost of replacing an employee range between half of their annual salary to two times that amount. For some companies, keeping top performers can be the make or break it move that saves their business. 

It’s worth asking why good employees quit and then exploring ways that you can keep them.  

No One Cared 

Gallup found that 52% of people voluntarily leaving their job said that their manager could have done something to prevent them from leaving. But they didn’t. Imagine that, more than half of the people leaving can be convinced to stay. We don’t know what it would take for them to stay or if it’s practical, but it’s simple to ask the question of if they are happy with their job, with the company, and/or with the opportunities provided. 

The key is to get ahead of the curve because when employees begin to feel you’re apathetic, that’s when they might stop caring, too. One simple solution is to start practicing stay interviews as a way to check in with your employees. 

They Don’t Like Their Manager 

Take the time to work with your managers to build strong leadership practices. Focus on your conversation cadence from one-on-ones, to reviews, to meetings; all opportunities for your managers to build connection with their team members. Use an engagement survey to gain information about the team’s overall satisfaction with their manager, tracking trends in comments/feedback to help your managers improve in their role. 

There’s No Growth 

Too often, companies fall into a rut of seeing their employees as people filling a role, not as dynamic individuals who want to be challenged and grown. Learning what your employees see as their professional (and personal) dreams and aspirations can be an eye-opener. Remember that growth and promotions are two different things. Many employees are happy in their current seat and are simply looking to be stretched with new responsibilities. Get to know your employees wants/needs and create intentional success plans to help them feel fulfilled. 

No Flexible Work Arrangements 

More than ever before, people are working in remote or flexible work arrangements. USA Today reported that 40% of Americans prefer to work from home full-time.  If you want to keep these employees, and your business operation allows for work location flexibility, now might be the time to figure out how to make it work for your business. 

Lack of Equality 

It’s way past time to roll back the curtain on inequality in the workplace. While many companies are pushing diversity and inclusion agendas, rigorously reviewing their old practices and their current situation, other companies are sadly apathetic or unapologetic. It might be time to review your diversity and inclusion strategy (view an example of a DE&I declaration here). 

Better Offer 

Sometimes your employees are going to get a better offer and decide that leaving is the right move for them in their season of life. By implementing stay interview practices and ensuring our managers are asking the right questions during one-on-ones and reviews, we should have a better idea if an employee wants something more/different before they ever hand in their resignation. Even if you didn’t know, ask questions when the employee tells you they are leaving. We might be able to fertilize the grass beneath their feet. 

No Voice 

Salesforce Research did a study and discovered that employees who feel heard are 4.6 times more likely to feel empowered to do their best at work. What does that sound like to you? To us, that sounds like employee engagement. With Manage 4 Performance™, we find that consistent coaching conversations (as opposed to annual reviews), as well as regular one-on-ones where we are focused on an employee’s success, can help. In both scenarios, we should be asking, “is there anything I (the manager) or the company could do better”? 

No Recognition 

Gallup looked at the benefits from even simple acts of recognition and found that it clarifies goals, reinforces a team’s sense of purpose, improves quality, inspires trust, and encourages collaboration. Be careful in assuming that everyone looking for recognition is looking for the same thing – a public shout out. Get to know your employees and what recognition means for them. Sometimes it is as simple as an extra thank you for doing what you do! 

Lack of Autonomy 

Organizations that don’t allow their employees to have some sense of freedom and autonomy create an atmosphere of mistrust. When an employee is empowered and trusted to do the very job they were hired to do, they feel valued and that their contributions matter. Great managers find ways to share what needs to be done without telling their employees exactly how to do it. Look to find the balance between micro- and under- managing your team.  

The Wrong Seat 

Sometimes we, or our employees, discover they are simply in the wrong set. If your employee is high performing and value aligned, then they are not a lost cause. Work to identify other opportunities within your company to keep talent like this. If you can’t find the right opportunity within your organization, look to support this talent as they exit from the organization. You never know when they might want to come back… and as your company continues to grow, the right seat might be available next time.

Wrapping Up 

Much of what it takes to retain our amazing employees is ensuring engagement. Knowing what is important to each individual can significantly increase engagement. Manage 4 Performance™ provides your team the tools they need to effectively manage your talent by encouraging open communication, feedback, and recognition. Learn more by clicking the button below!

Post Categories: Insights
Date Published: Dec 7, 2021
Post Categories: Insights
Date Published: Dec 7, 2021