5 Reasons Good Employees Leave

If you’re lucky your organization has more than a few exceptional employees. They are the ones that you know you can count on in any situation. These employees get the job done and they do it right. You know they are on time, on point and on their way up. They are also those most likely to leave. Why is that and what can you do to retain them?

good employees
5 Reasons Good Employees Leave

1) They are Overworked and Burnt Out.

Light bulbs only shine bright for so long if they are left on constantly. The same can be said for employees who carry more than their share of the burden. When overworked employees are forced to pick up the slack for underperforming employees they end up feeling they are being punished for their stellar performances. Even worse is that in most cases, these star employees are expected to work more without any change in status. No title, no promotion, no raise. So what are you communicating to them about their work and their value to the organization? It’s a surefire way to send good employees elsewhere.

2) They are Bored.

Good employees often get bogged down with the work they are good at but not the work they enjoy doing. While we will all have aspects of our jobs we enjoy more than others – we need to fuel our passions and creativities in order to want to stay. Forcing a talented and creative marketing exec to spend most of her time running numbers and aggregating research data will quickly put her on the fast track to the wanted ads. Good employees want to seek out ways to improve processes and find solutions to problems. Talk to them and find out where they see their best value. Allow them to be heard in areas where they may bring a fresh perspective. Squelch that and you’re going to send those solutions to the competition.

3) There Isn’t Any Room on the Top Floor.

Talented employees are also motivated employees. They want to move up the corporate ladder and assume more responsibility. Make sure there is somewhere for the employees to go. While it may not always be possible to give a direct promotion, you can give greater recognition, additional authority (not just responsibility) and rewards.  However, it is important you find out what rewards matter to them. For some it’s money, for others it’s title, for others it’s great flexibility or more client contact. Don’t assume, ask.  Rather than lose that talent – reward the talent and hard work and let them know you are open to creating additional room for advancement for everyone involved.

4) They Aren’t Learning Anything New.

Good employees are usually thirsty for knowledge anywhere they can find it. They want training and learning opportunities regularly. If your organization doesn’t have a mentorship program and doesn’t encourage employees to attend workshops, seminars and webinars so they can learn, grow and advance than good employees will leave. Investing in your employee’s growth not only tells them they are worth the investment, but it adds substantial value to the organization. You will have more skilled employees and managers and you’ll send a message to the entire organization that they are valued.

5) They Don’t Feel Appreciated.

Good employees leave if their efforts aren’t recognized and appreciated. Everyone needs to hear a “Good Job!” every now and then. While recognizing employees verbally may seem a small thing, it can go a very long way to build loyalty and confidence in your team. Verbal recognition not only clarifies to the employee how they are valued, if done in a meeting it increases their visibility with their co-workers. And don’t wait for an annual review, let them know in the moment. Verbalizing you appreciation is a small investment with a big payoff.
No organization can afford to lose good employees. There’s no guarantees that you’ll be able to replace them with equally talented staff and you’re also handing over your best weapon to the competition by not doing what you need to retain them. Good employees won’t leave if you’ve articulated and reinforced reasons to stay!


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