If you think your employees are getting swept away or if you’re turnover is high, chances are you just aren’t giving them a compelling reason to stay.
Here’s a handful of reasons your employees might be leaving:
1.) You aren’t paying enough.
Money isn’t a big of a factor as you think it is, but there’s still only so long you can call someone an industry analyst and pay them $30K despite the fact that they’re managing clients critical to your business.
Sure this works fresh out of college (especially in this economy), but eventually they’re going to get fed up and go after what they *think* they deserve and leverage the experience they acquired working for you.
2.) They don’t believe in the work you do/value you provide.
This doesn’t bode well for you because they’ll likely tell other people this after they’ve left.
If you’re ghost tweeting out articles about yourself from client’s accounts, feeding your own ego, and doing projects pro bono just because you think they’re cool… chances are your employers are already looking around.
3.) You don’t treat your employees like humans.
Employees yearn for autonomy. If you yell at Steve because he was 15 minutes late (not a meeting mind you) after he worked til 9 the night before, how long do you think it’ll take for Steve to find somewhere that offers some flexibility? Telecommuting once or twice a week isn’t the end of the world.
4.) You have unrealistic expectations.
If you have 6 employees you can’t pitch doing comprehensive social strategy to AT&T. This doesn’t inspire them to shoot for the stars, it makes them think you’re senile.
5.) There’s nowhere to climb.
Most people don’t want to be entry level employees forever.
6.) You’re a sinking ship.
If after quite a few years of growing, your business plan/strategy isn’t sound enough to be growing, acquiring more clients (without losing the old ones), they’re going to try and go somewhere capable of making an impact on society.
7.) They aren’t afraid to chase their dreams.
Sydney Owen notes that this isn’t necessarily something employees can do anything about and so they might as well embrace it and trust that a dreamer will give their all while they’re there as opposed to just going through the motions. Sydney is well equipped to make this comment after her recent announcement that she’s going to chase her own dream.
8.) You’re unable to keep their interest and/or consistently challenge them.
Submitted by Susan Pogorzelski:
Challenging people and letting them use their strengths is the key to keeping employees engaged and interested in both the business and their own projects.
9.) Your Answer Here
I’m just getting started, but I thought I’d give my readers, who are coincidentally smarter than me, the opportunity to chime in and make this a comprehensive list.
Leave your reasons why employees are running for the door, and I’ll add it to the post and attribute you linking back to your blog, Twitter or Linkedin.
This blog started primarily as a marketing blog, but now I write much more about work/life, social psychology, health and happiness. I will also continue to explore top performers (authors, entrepreneurs, business leaders and more) and dissect what we can take away to be top performers in our own work and personal lives.
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