Most managers have dealt with their best employee leaving at one time or another. While not always the case, it can often be avoided by taking a proactive stance in managing the workplace.
Skilled employees leaving cause day-to-day operations to slow down and there are considerable expenses in terms of hiring new talents, which can include going through recruiters and the inevitable time spent on incorporating new employees into the company structure and workflow.
While there are many legitimate reasons for employees to change jobs, such as moving out of state, health or personal issues and so forth, there are also situations that could have been avoided by the manager.
One of the most common factors in employees leaving their workplace has to do with burnout. This can stem from a number of root causes, the most regular being that of being overworked, working with the same type of projects for prolonged periods of time, or just simply being physically unable to cope with the amount of work being put on their desk.
It’s normal for managers to delegate the most delicate and important work to their most skilled employees, but doing so without also offering incentives in terms of promotions, raises or even just a fancier job title can go a long way in creating dissatisfaction and eventually prompting the employee to look for another job.
No Focus on Skill Development
While skilled employees are worthwhile investments, they might not always be so skilled if all they’re doing is spending their time on working with projects and cases they already know.
By allowing employees to attend conferences, meetups, and other educational venues, employees will feel more appreciated, and not feel as if they’re stagnating.
Not Challenged Enough
The opposite of burnout due to too much work, employees also leave companies in which they are not being challenged enough. This can be caused by several things, such as doing mundane tasks endlessly, never appealing to their creative and problem-solving sides.
It can also be a simple matter of not being asked their opinion on the process, including employees can do wonders for retaining them, and also boosts their confidence and feeling of worth with regards to the company.
One of the single largest killers across all sectors has to do with employees working on weekends. While overtime in itself can actually be a positive thing in terms of employee retention, demanding or suggesting employees come in on saturdays and sundays can be detrimental for a company.
Some employees might like the added safety cushion of having their work gone through by a manager, but especially the more skilled of the employees across most fields take this as a sign of a lack of trust, or are simply annoyed by the extra time spent on going through details that are not crucial to the success of the project at hand.
As a manager, it’s important to recognize which employess appreciate a helping hand, and which employees prefer to be left alone while working hard. If you as a manager are merely interested in the progress, there are better ways of going about it, than suggesting the use of a synonym or other superlative suggestions.