11 Reasons Why Good Employees Abandon You

It’s reasonable to believe that you’re currently incubating a highly talented workforce, but what you’re thinking might be a stark contrast to reality within your business. It’s relatively simple to understand that if you don’t treat employees properly, they probably won’t remain by your side forever. Talented professionals clearly aren’t completely clueless, and they’ll have a pretty good understanding of their worth from an industry perspective.

There are various sets of statistics surrounding why employees choose to quit their jobs. Sometimes they are simply searching for change. Some people don’t like to remain static forever. Variety is the spice of life after all! Sometimes their personal circumstance dictates a move. They may be in the wrong job role altogether, which obviously pushes a move.

They may hate you. The boss.

Harsh? Around 4 in 10 employees quit a job because they dislike or have issues with their boss. Are you currently twiddling your thumbs, wondering why your top biller for the last year just handed in their notice? Maybe you need a bit of a reality check:


You Don’t Motivate Them

Everyone’s working style is unique from entry level to senior management, and everyone reacts to situations differently. You may think that threatening employees with the sack if they don’t hit an unachievable target will spur them on, but it’s not going to be the case with everybody. Scaremongering works with some employees, but it can completely deter others. A good boss empathises with every one of their direct reports. They have a clear idea of how to manage each individual. You can’t squash every employee into the same bracket where management is concerned. Positive motivation is key for a productive workforce and the secret is in the understanding.


You Overwork Them

A common trap. You’ve got some really talented people in your service, but you are driving them to edge of despair where their workload is concerned. You need to remember that your employees are human beings. Strangely enough, they are not robots. They (hopefully) have their own lives. According to a study published in 2014 by John Pencavel (Stanford University), employee productivity falls greatly after a 50-hour work-week, and is virtually non-existent at 55 hours. Interestingly, someone who devotes 70 hours a week produces nothing at all with those extra 15 hours.


You Micro-manage Them

How would you feel if you had Bad Breath Bill hanging over your left shoulder for 12 hours a day, questioning your every activity and dishing out a relentless stream of unreasonable demands? NOT GOOD. The face of the working world is evolving and continues to advance. If you can’t trust people to work autonomously, why did you hire them? There’s a difference between direction and chronic suffocation.


You Don’t Lead By Example

Practice what you preach. How can you expect to set an example if you don’t lead by example in the first place? Firstly, it’s laughable and secondly, it’s not going to earn you any respect from your employees whatsoever. As soon as an employee loses trust in you, their loyalty and alliance to the business will begin to decline rapidly. Trust isn’t easy to build up once it’s been broken. Everyone knows that.


You’re Inconsistent

You can’t impose something one week which you claim is to stay, then remove it a month later. Inconsistency ties in with the entire trust issue you’re probably grappling with. Your employees are unlikely to believe anything you say if you’re constantly chopping and changing your mind. If you think you’ve made a mistake by imposing something, you need to deal with it professionally. Think before you make decisions that affect the working lives of your employees. Dishonesty is not okay anywhere, particularly in the workplace.


You’re Boring and Moody

This one is simple! We spend the majority of our time at work. Why on earth would anyone remain in a job where they have to work alongside a miserable boss who is painfully dull? Unless the employee is really boring themselves (possible) they aren’t going to last long. More people work to live than live to work. People aren’t going to enjoy working for a corporate Dementor who literally sucks the life out of the happily living. They will leave eventually.


You Don’t Appreciate Them

A little appreciation goes a long way. If someone has done a great job you need to recognise it. Good employees still desire deserved praise. Who doesn’t? If you don’t bother, they will slowly start to identify your lack of interest and it will 100% demotivate them.

What is the point in doing a good job for nothing? There is no point!


You Aren’t Flexible

The careers landscape is fast becoming more flexible. Successful companies are beginning to understand the importance of work-life balance. A good boss knows that helping their employees to sustain a harmonious synergy between their working life and their personal life means they are more likely to gain commitment from them. If you’re the kind of boss that leaves employees guilt-ridden for leaving early for doctor’s appointments, you need to have some words with yourself. Similarly, the ability to work from home is becoming much more common thanks to the internet and personal computers. This kind of flexibility is gold dust to employees. Just an idea.


You Don’t Care

Fairly self-explanatory. Good employees will have a decent level of social human intelligence. It will be highly obvious to them if it’s clearly apparent that you do not care. This is just really bad management. You need to have empathy for your team otherwise everything you’re trying to achieve is wasted. Empathy promotes trust and you need that for a function to work well and develop. It’s similar to a marriage.


You Don’t Pay Them Enough

Everyone is on a tight budget. Every business prioritises cost savings where possible, but you need to take into consideration the financial progression of your employees too. How can you expect people to improve and work harder if you refuse to reward them justly? You can’t.

If you really value an employee, you will recognise the importance of rewarding them and retaining them. It should be something you budget for. If you don’t, your inability to recognise their worth can be damaging, far beyond their role in your business. It can cause employees to doubt themselves and their abilities, and that’s not nice for anyone.


You Hire And Promote The Wrong People

This is a topic which is rife in all workplaces. Questionable hires and casual promotions will most definitely cause a stir. As a manager, you need to be mindful of the decisions you make and the impact they will ultimately have on the rest of your team.


If your long-term strategy is to build a mediocre workforce who are happy to do an average job for average results, then keep doing what you’re doing. If you truly value an ambitious, first-class workforce, it is imperative that you invest in them developmentally, emotionally and financially. It doesn’t take the CEO of a successful, multibillion pound business to work that out.

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