There is a common saying that goes, it’s difficult to keep good employees to stay in the company for long. If you can’t keep your best employees engaged, you can’t keep your best employees. A survey found that one-third of top employees feel disengaged from their employer and are already looking for a new job. When you lose good employees, they actually don’t disengage all at. Instead, their interest in their jobs slowly disappear. Like dying stars, star employees slowly lose their spirit for their jobs. In order to retain top talent, companies and managers must understand what they’re doing that contributes to this. The following practices must be diminished if you want to keep your good employees.
Treating everyone equally. If you think this is a fair way, think again. Treating everyone equally shows your top talents that no matter how high they perform, they will be treated the same as the horses who does nothing more than the ducks.
A lot of unnecessary rules. Rules are needed in every company but they don’t have to be shortsighted and lazy attempts at creating order. Even a couple of unnecessary rules is the sources of office drama. When good employees feel like big brother is watching, they’ll find someplace else to work.
They don’t recognize accomplishments. Recognizing accomplishments shows that you’re paying attention to them. Managers need to communicate with their team to find out what makes them feel good and then to reward them for a job well done. With top performers, this will happen often if you’re doing it right.
They don’t care about people. Most of employees who leave their jobs because of their relationship with their boss. But smart managers know how to balance being professional with being human. These are the bosses who celebrate their employees’ successes, empathize with those going through hard times, and continually challenge them. Bosses who fail to take care of them will always have high turnover rates. It’s impossible to work for 9-5 a day when they don’t care about anything other than your output.
Tolerating poor performer. When you keep poor performer exist without consequence, they drag everyone else down especially your top performers.
Managers don’t let people pursue their passions. Google facilitates their employees to spend at least 20% of their time doing “what they believe will benefit Google.” While these passion projects is believed that they make major contributions to some important Google products such as Gmail and AdSense, their biggest impact is in creating highly engaged employees. Providing opportunities for them to pursue their passions improves their productivity and job satisfaction. Unfortunately many managers want people to work within a little box only. These managers fear that productivity will decline if they let people expand their focus. Yet, their fear is unfounded. Studies have shown that people who are able to pursue their passions outside work, their happiness is five times more productive than average.
Don’t let them having fun. If people aren’t having fun at work, perhaps you’re doing it wrong. People don’t give all out if they aren’t having fun. The best companies to work are where they know the importance of letting employees chill and have fun at work. Google, for example, does everything to make work fun—free meals, afternoon siesta, until fitness classes. The idea is simple: if work is fun, you’ll not only give your best, but you’ll stick around for longer hours and an even longer years.
Managers usually tend to blame their turnover problems on everything while ignoring the things that matter: people don’t leave jobs, they leave their (bad) managers.
What other mistakes cause great employees to leave? Please share your thoughts in the comments section below 🙂

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