One of the biggest challenges businesses face is finding and acquiring the right talent. Leadership is tasked with developing employees and setting the groundwork for them to contribute and be successful. Ideally, the process is successful, and that entry-level new hire develops into one of your best employees. But then one day she tells you she is leaving. Leaving for another role, with a different company, and now you not only have to replace an employee – you must replace a key piece of your organization. So why do good employees leave, and how do we get them to stay?
While the job market cooled down over the month of February, the last three months have seen an average of 186,000 jobs created. With these many opportunities, employers all over the country are searching for top talent that they can plug into their own organizations. Your best employees may not be actively looking for a new job, but you are still at risk of losing them.
Passive candidates are becoming quite the commodity, with recruiters leveraging online resources like LinkedIn to present them with new, often more financially-attractive positions. So how do you combat this and ensure your best employees stay?
Don’t Tolerate Laziness
One of the simplest ways employees begin to lose faith in their employer stems from a lack of accountability. Your best employees come to work, ready to work, every day. They strive to exceed expectations and meet deadlines. They help others and actively seek out new tasks once their previous responsibilities are met. If you have someone constantly going above and beyond, one of the quickest ways to ensure they stay is to tolerate laziness from others.
If your superstar constantly sees others doing much less with no consequences, where is their motivation to continue exceeding expectations? The lack of work reflects badly on their peers, but it speaks volumes about what kind of leader you are. If you ignore this, your employee will think you either don’t notice or worse, don’t care. Either will steer talent out of your office and into someone else’s.
Bad Mid-Level Managers
Company culture is a huge component of both why people choose to work somewhere and why they decide to stay. Often, managers have the largest hand in enforcing and promoting said culture. Bad management will have a negative effect on your company culture, which in turn has a negative effect on your employees. Employees looking to escape this often see switching jobs or employers as the only way out.
But what does “bad” management look like? While it varies based on the expectations an employee might have, over-bearing micromanagers are the first that come to mind. People don’t like to feel controlled and distrusted, and will leave for roles with more independence. Similarly, management that is uninspiring or underachieving doesn’t create the support system that most employees need to be successful. Ensure that whatever company culture you claim is reflected in the leadership styles and actions of managers, or your employees will find an organization that does.
If you are still struggling to fill the void of good employees leaving, you’re not alone. Partner with a recruiter that will help you find candidates that’ll make a lasting impact on your organization.