Efficient and competent employees are undoubtedly the backbone of your company/organization. Still, it is a nuisance to see them leaving when you cannot seem to understand why they actually made such a decision. According to you, everything is going great for them; a harmonious environment, a well-paid job, numerous workplace benefits, etc. However, you witness Read More

Efficient and competent employees are undoubtedly the backbone of your company/organization. Still, it is a nuisance to see them leaving when you cannot seem to understand why they actually made such a decision. According to you, everything is going great for them; a harmonious environment, a well-paid job, numerous workplace benefits, etc. However, you witness the number of your good employees decreasing consistently. If you are facing such a situation, you need to assess and evaluate a lot of things. Quitting one’s job with no actual reason may seem foolish to you. But you need to understand that there might be some off-putting things at your place of work that may make your good employees leave. The following factors may help you to consider the state of affairs at your workplace:

  • Poor Reward System: To begin with, the biggest factor people leave their jobs is the fact that the company has an obsolete system to reward them. It is the major reason you should guarantee an incredible reward system for all outstanding performers. When employers are eager to offer incentives to their efficient personnel, the workforce naturally becomes more competent and proficient in the execution of their tasks. Always remember that when an employee is happy, he/she does not tend to leave his/her job with no concrete reason.
  • Pitiable Employee-Manager Relationship: In most cases, the poor quality of employee-manager association becomes the biggest reason employees decide to quit. It is said that employee leaves their managers; not their companies. Considering this scenario, it is necessary for you to ensure the creation and maintenance of a healthy relationship with your employees by adopting an open communiqué and constructive criticism.
  • Rewarding Less-Competent Employees: When you recruit, reward, and promote unskilled people, this is a sure way to indirectly keep back your good employees who ultimately leave you.
  • Disproportionate Load of Work: When employees are overwhelmed by the workload, it is natural for your good employees to feel stressed out and strained. Consequently, they start looking for better job opportunities within an environment where the maintenance of work-life balance is feasible.

Considering the mentioned reasons, managers and employees are necessitated to consider, acknowledge, and value the star performers among the workforce and reward them accordingly. The contemporary management practices need to be proactive for preserving the best employees.