Imagine this: You put out a job ad at a local recruitment agency. Within days, you receive a ton of applications. And you decide to shortlist some of them for an interview.
During the interview, you identified a handful of promising hopefuls. And you decide to go with the person you think is best suited for the job you’re looking for.
To say that this person is a great employee is an understatement.
He learnseverything quickly. He is hardworking, driven and motivated. He is proactive and has big dreams. And he takes pride in everything he does.
You think to yourself, “I’ve found the perfect employee”. After all, you’ve always had an eye for talent.But you start to notice something weird.
A few weeks pass by, and then a few more months. One day, he walks into your office and gives you his “30-day notice”. And one by one, all your best employees start doing the same thing.
What’s going on?Why are all your best performers leaving you? And more importantly, what can you do to stop it?
1. Not Feeling Like They’re Growing
Money usually isn’t the very first reason why someone chooses to stay in or leave a job. But most people use money (i.e. a higher salary) to try and retain their best talents.
We all have a quintessential need and desire to improve ourselves. And your best employees are most likely people who are intrinsically-motivated.
They probably want to become one of the best in their industry. And if you cannot meet that (non-negotiable) need, they will find someplace else that does.
Don’t wait for the annual appraisal before giving them feedback on their performance. These appraisals are often very vague and don’t really mean much to them.
Instead, give specific, non-personal, and IMMEDIATE feedback each time they hand in an assignment or complete any project. Such feedback is extremely crucial in the development of any skill.
Speed is key here. The fasteryou deliver your feedback, the more effective it becomes.
Also, make sure your feedback is specific and actionable. It’s too easy to give general feedback, such as “you should plan your time more wisely”.
Or consider this the ultimate: “there is room for improvement”.
2. Not Feeling Like They’re Contributing
We all want to feel like we’ve made a difference. But this is sometimes difficult to achieve – especially in large corporations. And SMEs are not spared either.
For a start, you should make it a habit to recognize the accomplishments of your employees. And not just the best ones.You should acknowledge contributions big and small.
Most of us tend to focus on the negatives rather than the positives – it’s just human nature. The spotlight is immediately shown on the employee who makes a mistake. And someone who does his job well is just, well…“doing his job”
On top of that, you could consider an official mentorship programme too.
The benefits are two-fold.First, the mentee would derive a huge sense of personal growth (see point 1) by being able to learn directly from the more experienced guy.
And second, this will fulfil the higher-order needs of the mentor as well. Because there’s nothing more satisfying than seeing your own mentee improve and become more competent through your guidance. This will undoubtedlydoubt give them a strong feeling of contribution.
3. Not Feeling Inspired
If their job becomes mundane, and the only thing they’re looking forward to is ending work and going home, then you’ve got a winning formula for chasing away your best talents.
Many managers look for ways to motivate their workers.
But your best employees aren’t just looking for any old motivation. The want, crave for, desire, and hunger for inspiration. They want to feel inspired by the vision of a better future. And they want to be inspired by the meaning behind your message.
Good leaders lead, but the best leaders inspire. The great vision of the future you have in your headwon’t do you much good if it only remains trapped between your ears.
Share your vision with your employees and make them see, feel, hear, and taste it as well. Make them adopt your vision as their own.
And on the topic of goal-setting, make sure you set challenging and intrinsically-motivating goals with your employees.
It’s important that it must be a shared goal, or else it just becomes another company target. Provide them with the resources and training required to accomplish that goal.
Wait, There’s More!
Did you enjoy this article? Well, we’re not quite done yet!
If you’ve learnt something useful, you’ll be blown away by what you’re about to discover in Part 2 of “The Real Reasons Why Your Best Employees are Leaving and What You Can Do About It”.
In Part 2, you’ll learn 4 more mistakes that employers unknowingly make, that crush any odds of retaining your best workers to your competitors.
Which point did you feel was most important in retaining top talents? Share with us in the section comments below!