“Treat people well enough so that they can leave, treat them well enough so they don’t want to”– Sir Richard Branson
Finding new talent and people who understand the functioning of your organization is a difficult task. And, what is more, difficult is retaining them in the organization. There is no denying that when a good employee leaves it is hard to find a replacement. Also, it affects the HR team because they have to find a replacement and also reinvest in training and recruitment.
The one way of avoiding a high employee turnover rate is to keep them happy and retain them for a longer period of time. But, before you get to retaining people, it is important to understand some of the reasons why employees decide to leave in the first place. In this blog, we will look at some of the common reasons why good employees end up leaving an organization.
Not engaged and motivated enough: In the last few years that have been a number of organizations that have increased the employee’s engagement rate. People often believe that salaries are enough motivation to have people working, however, this only gives them marginal satisfaction. One important thing that organizations need to give is satisfaction on the level of providing them with a learning curve. If people are not able to grow and stay motivated, they tend to get stagnated and eventually leave.
Working under an unprepared manager: There is a quote that says that people don’t leave organizations, but they leave managers. This holds very true if the manager who is assigned to them is not well prepared or refuses to delegate work. Nothing gives a beating to employees more than being aligned to a manager who has bad people skills and is not a leader.
No growth opportunities: If it is one thing that demotivates an employee the most, it is the dearth of growth opportunities. Nobody enjoys being stuck in a place where they have to do the same thing day in and day out. Which is why if your organization is a place where people feel stuck at the same place without the hope of getting any professional growth and development, it is highly likely that they will quit.
Lack of feedback & responsibilities: Employees feel like a part of the organization when they are given responsibilities for which they are held accountable, and when they are given coaching in the form of feedback. Most of the times, employees end up feeling useless because they are not delegated with work that gives them a sense of ownership. Another pressing reason why employees tend to leave is when they are not given feedback on their performance, which gives them the idea that the work that they do is meaningless and not worthy. It is critical to touch base with your employees so that you can delegate tasks to them and at the same time give them feedback on their performance from time to time.
No proper work-life balance: We often hear employees saying that their work-life balance is completely distorted and that they never have any time for themselves. As much as your team enjoys being at work, they also appreciate it when they are able to get back home in time and have the ability to do things outside of work as well. One of the most common reasons why employees leave organizations is because they are told to work overtime without being compensated for it.
Running an organization and finding the right team and then retaining it is a task that can’t be achieved overnight. As an organization, the only thing you need to do is prioritize your employees and put yourself in their shoes to see what will make you stay in the company for long? The minute you get the answer to this, you will be able to ensure that you provide your team with a work environment that they will never want to leave. For Free consultation reach out to our experts on info@emgage.work
