Five Reasons Employees Leave

There is nothing more frustrating than putting time, money and effort into training a new employee who, after several months of finally getting familiar with the idiosyncrasies of the position, walks in and gives their notice. Or, worse, no notice at all! Most employers tend to blame the issue on the employee when the reality may be that their exit could have been avoided with proper attention. The following are a few things that matter to your employees:

Acknowledgement.

A pat on the back isn’t always enough when it comes to rewarding a job well done. While recognition is essential, especially for an exceptional job, the manner in which you do it is also significant. Pay special tribute in department meetings or publicly, in front of their peers. But, don’t stop there. To make an even stronger statement, tailor your thanks. Sue’s favorite color is orange and a surprise delivery of a dozen orange balloons, with a “Congratulations, well done!” card attached is an outward sign of appreciation. Tickets to a sports game or a gift certificate to their favorite restaurant are other thoughtful alternatives. The secret is to personalize the gesture specifically for them.

Expectation management.

When an employee is efficient with their workload, the tendency is to pile on more. To the employee, this can feel like they are being taken advantage of. From their perspective, whenever they complete a project ahead of schedule, they are rewarded with twice as much work. After 50 hours a week, research shows you will see very little productivity from an employee, even a great one.

Social skill savvy.

A good boss is genuinely interested in their team. Offering a cheery “Hello” and a friendly “Goodbye” is not enough. While it’s not necessary to get too familiar, showing interest beyond courteous pleasantries forges a bond and builds trust. Employees want a sense that their contributions are valued, and they are looked upon as an esteemed part of the organization. Communicate goals that are challenging, but doable. Be the type of boss that helps them grow and succeed. If not, they will fizzle out, become tainted, and eventually leave.

Growth opportunity.

Promotion is good. Unless it’s not. Not every professional upgrade is a move in the right direction. Often those who shine in their role are promoted to another department or position where they may not thrive. The change must be a “fit” for all parties to translate into a win-win. Ask for feedback before implementing the switch. You may find that the new title and relocation to another area may be perceived as a demotion to someone who loves and values their current position.

Company culture.

When you add responsibility and increase the workload, gratitude in the form of a raise or another perk is in order. Feeling undervalued can quickly turn a happy employee into an actively searching employee. Additionally, when the atmosphere is oppressive, or there is drama among peers, it can do great damage to morale and the overall mood of the office. Employees who show loyalty, enthusiasm, trust and reliability should be routinely commended for their efforts.

For more of Diane’s business etiquette tips, subscribe to her articles on Huffington Post, “like” The Protocol School of Texas on Facebook and follow her on Pinterest and Instagram.