It happens from time to time: You have a successful company, people seem happy and content to stay, and then seemingly out of the blue, one of your top employees comes to tell you that she’s leaving. What could make her want to move on? Does it involve the manager (as the saying goes)? The fact that millennials tend to stick with one company for less time? Or something else you haven’t considered?
Lack of empathy.
While the days of an employee staying at one company for the duration of his career have pretty much gone by the wayside, that concept has too often found its replacement in a real lack of loyalty between employers and employees. Employees may feel unheard when it comes to their suggestions and concerns, leading them to feel they have little stake in the company. So, listen the next time an employee comes to you; make their voice feel both heard and valued.
Work feels like … work. All the time.
Again, the old definition of work as an eight-hour grind behind a desk has changed dramatically, particularly in a society which has come to expect instant gratification (how did you react the last time you had to wait more than ten seconds for a website to load?). Yet rather than seeing the younger workforce as unmotivated, they just have different methods of engaging, and this often means a softening of the lines between work and play. Give your employees autonomy, some flexibility in the schedule, and a compelling mission, and they’ll get the job done because they’ll feel more engaged.
They feel stuck.
Many employees want to move up the ladder, improve their career paths. Many companies don’t make that path clear to their employees, giving them little direction as to how to move up or laterally. Make sure your employees know what they must do to move up within the company, or they may go elsewhere.
Lack of vision.
Employees view a company’s vision as more compelling than hitting a financial mark; they want to work toward something, a bigger picture. And they want to feel as though they have a reason to come in each day that goes beyond a paycheck. Give them a shared vision of where you want the company to go, and make sure to include your workers.
Lack of purpose.
Similar to vision, people want to work for a company that knows where it’s going and has a focused purpose; it helps them feel their job is important. In fact, the more an employee feels his job is important, the more likely he’ll stay with that company.
Lack of motivation.
A good paycheck only goes so far; it works as an extrinsic, or outer, motivator. Especially if you want to keep your top talent, you have to give them intrinsic motivation as well; you must create in them an internal drive to want to do their best work. Having clear vision and purpose helps with that.
Take a good look at this list and see where your company falls. For advice on how to find the best people for your company – people you’ll want to keep – visit PrideStaff.