5 Ways to Lose a Good Employee

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Estimated reading time: 6 minutes

No company is immune to employee turnover. It’s a common problem that employers have to grapple with regularly.

When an employee leaves a company, it can be tough to replace them. Today, we will look at FIVE triggers that push an employee to quit and look for options elsewhere.

Watch out! A resignation may come your way.

However, there is some good news. If you have taken care of the below, take a sigh of relief.

How to lose a good employee
Photo by Vinicius Wiesehofer on Unsplash

It’s killing when a good employee leaves the company.

Good employees are ideal for any company. They help grow the business in many ways while creating a lovable work climate.

They,

  • Provide expertise in their field.
  • Are team players.
  • Are good at sharing with co-workers and management.
  • Have a good work ethic.

And, a lot more.

5 ways to lose a good employee

When a good employee leaves, it is hard to find a sub and even harder to keep them.

Let’s see how companies lose employees.

  1. Micromanagement

    More so often, this is the top reason. But we hardly hear this as a reason for leaving in the exit interviews.

    Usually, a personal reason or a better salary by a rival becomes a mask.

    Micro-managing usually happens from the top layers of management. Instead of just looking at performance and outcomes, leaders must also look at the behavioral aspects of people managers.

    When you look into this, the employee turnover rate can greatly reduce. You don’t want to lose your star employees and other best people.

  2. Ignoring Employee Potential

    Employees need to be allowed to grow and develop. This way, they can reach their full potential and contribute best towards the company’s success.

    If we ignore this, employees might feel like they have no value in the team or that their ideas are invaluable.

    Dismissing them without giving them a chance to prove themselves will only lead to resentment and unhappiness on the employee’s part.

    Companies hire employees not for the bull work. But to explore their creativity and expertise. Leaders must consider this as part of their performance goals.

  3. Lack of training options for the workforce

    Employee training can make a big difference in the workplace. Not only does it improve productivity and morale, but it also helps prevent accidents and injuries.

    If you’re not providing enough employee training options, you might be losing time due to weak workflows or employees who cannot handle the workload due to lack of experience.

    Secret – “Top performers strive for training opportunities.”

    They understand that training improves their quality of work and opens more doors for new projects. They become the catalyst in creating more top talent.

    Ensure your job descriptions are clear and easy for employees to know about new roles or duties within the company – this will help them feel valued.

    Most companies understand this, and they enable online in-house e-learnings or external courses like LinkedIn Learning or vendor-based training. 

    Leaders must actively schedule their employees for a minimum of 80 hrs (yearly) of such training of the employee’s choice (of course, that must align with their aspirations and career progression.)

    A word of encouragement from the CEO will do wonders for a good employee.

  4. Unfair pay to employees

    Employees deserve fair rewards for their efforts.

    Employees look for monetary perks rather than non-monetary ones. 

    The human resources (HR) team must consider more monetary benefits.

    Moreover, many understand that “market correction” is mostly fluff. There are many instances the market survey or the market trends the companies sign up for do not have the required data which we can consult.

    In fact, many companies repurpose salary data that they receive from vendors. So, considering multiple markets and independent surveys is necessary when working out “market correction.”

  5. Increased Burnout days

    Employee burnouts are the worst. We have seen this across verticals, recruiters to developers, lower management to senior leadership.

    Employees are a crucial part of any business, and it is vital to maintain a balance between keeping them happy and engaged while still providing them with challenging work.

    If done correctly, this will lead to increased productivity and employee retention rates – two things that are essential for profitability. It is a good thing.

    For millennials, work-life balance is the top priority considering the faster growth of all companies. It is one of the major factors for good employee experience.

    All employees (including the best talents) must receive accurate performance evaluations. So they can understand their strengths as well as areas for improvement.

    Ensure these evaluations are fair by not singling out one employee for criticism.

    Instead, give everyone an equal chance to be heard.

    Finally, recognize employees’ achievements for their great work openly and reward them in a way that shows they value their contributions greatly!

Frequently Asked Questions

What are some things that I can do to improve the morale of my good employees?

There are a few things you can do to improve morale at your workplace.

1. Provide your employees with recognition and rewards. It will show them that you value their work and well-being.

2. Communicate openly and clearly with your employees. This way, everyone knows what’s happening, and there are no surprises.

3. Allow great employees to make decisions and be creative. They will feel like they’re part of something big and strategic.

4. Offer flexible work hours and other benefits. It lets employees balance work and personal life in a way that works for them.

5. Furthermore, listen to employee feedback and act on it. It shows your investment in their success and that you care about their opinions and feelings.

How can I identify and solve performance issues with my good employees?

It can be tough to solve performance issues with good employees, but following these tips, you’ll be on your way to a more productive workforce.

1. Regularly check in with your team members to discuss their performance and gather feedback. This way, you will be able to identify any problems early on and work to correct them as soon as possible.

2. Offer your best employees the opportunity to learn new skills or take on additional responsibilities. It will help them grow and develop their abilities while also benefitting the company.

3. Provide incentives for good performance and recognize achievements. It will motivate and encourage your employees to reach their fullest potential.

4. Moreover, use clear communication to set expectations and discuss any issues. It will help avoid misunderstandings and ensure everyone involved is on the same page.

Conclusion

Losing a good employee is easy – you just have to punch a few buttons, and done! 

However, hiring a good employee as a replacement is tough.

So, now is a good time to retain good employees. Watch out for these signals we have shared in the post.

Moreover, if you have taken good care of your valuable employees and top talent, you have chosen the best ways to retain a good employee.

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