A steady, well-trained and high-performance employee is one of the many keys to a successful business. The best solution is to keep your workers happy so they don’t leave. But before you can implement a plan to increase employee retention, you need to determine why the valuable high-performance employee is leaving company. Employees’ leaving is happening for every company. Fortunately, a simple analysis may explain why employees are “voting with their feet” and choosing to leave a business. By talking openly with current and former employees, recruiters, managers and business owners can discover the reasons behind unhappiness and why people choose to leave. They can then work to rectify an unhappy working environment.
Every company wants to hold onto their best talent for as long as possible, yet high-performance employee is often one of the first to quit. This is costly and disruptive to the organization and affects the people on their teams as well. But, the majority reasons of employees’ leaving are under the control of the employer. In fact, any element of your current workplace, your culture, and environment, the employee’s perception of his job and opportunities are all factors that the employer affects.
Which Actions Should be Made to Prevent Employees’ leaving?
The best way to retain high-performance employees to stay in touch with what they’re thinking. Are they happy with their work? Are their needs for a challenge, belonging, development, and meaningful work being met? Do they have the communication, problem-solving, feedback, and recognition that they need from their boss? That is the starting point of employees’ leaving. Of course, many organizations have an exit interview process that should, ostensibly, provide insights to help improve employee retention. However, even when conducted well, these interviews have serious shortcomings. In cases of impulsive quitting, workers may depart before the organization has the opportunity to conduct one. And even when exit interviews take place, a large percentage of employees are not candid.
Leaders who struggle with trusting their employees end up creating restrictive work environments. It makes employees feeling stressed, anxious and unable to do their best work which caused employees’ leaving.The high-performance employee doesn’t want to work in a job where they’re not trusted by leadership. If you want to attract and keep a high-performance employee, it all begins with you. Your job as the leader is to trust and guide your team, to support them in their roles and let them shine. When you learn to let go and trust your team, they will deliver at levels you never even imagined. You’ll not only attract but keep, better employees who are motivated, enthusiastic and produce great results.
In conclusion Hearing, the words “I quit” is rarely pleasant. Reasons good employees quit can vary. But, with talent, comes options. When you’re next dealing with your employees, give them a quick pat on the back, tell them they’re doing great and for preventing employees’ leaving, make sure they know they’re appreciated. To make your employees want to work for you and not just use you as a stepping stone for a good job.