The competition for experienced, qualified, and well-connected people is intense.
How do you improve the odds of keeping good people and why do they leave?
This series of blog posts explores some of the main issues that prompt people to seek greener pastures, and what companies can do to prevent this exodus of talented and experienced people.
Employer time and money is invested in the training and development of staff, the development of managers, and the hiring of qualified people.
One of the major frustrations of any hiring manager is finding that a good employee is leaving. There are ways to stop the departure of good people from your organization. We often see the results of frustration with the status quo, boredom, broken relationships, misplaced trust, and the realization that conditions aren’t going to improve. The areas of concern to the majority of employees fall into one of four main categories:
The lack of recognition from superiors for a job well done is one of the most avoidable reasons to lose a good employee. The desire to contribute and to create value is a basic human motivation at any level of responsibility. To feel that your efforts are recognized and appreciated strengthens the bond of loyalty to the employer.
Regular performance reviews are an inexpensive opportunity to provide that recognition. When people feel as though their contribution is meaningless or being taken for granted, they begin to consider their options. People want to think that their work makes a difference. A simple gesture such as taking staff out for a friendly lunch occasionally, or having coffee together to acknowledge a person’s contribution, can do much to build trust and loyalty.
Employees want the recognition of people they look up to. Stop and acknowledge a job well done with authentic praise and you help validate an employee’s efforts. When people feel they are on the right track, they want to achieve more.
Ultimately, the company’s customers benefit by having engaged and dedicated people solving problems and going that extra mile to ensure their satisfaction. This helps forge bonds of trust between the company and its customers—a win-win situation.
What are some of the ways that you have found work well to provide recognition for quality results?
“I have always believed that the way you treat your employees is the way they will treat your customers and that people flourish when they are praised.”― Sir Richard Branson