Source: www.TurfMagazine.com
People leave because they don’t want to stay. Plain and simple. More money doesn’t keep a dissatisfied employee on board, at least not long term. It’s time to recognize if these issues are in your company and among your employees. Forget the people who have already left and focus on the ones who are still there. According to Tom Hudgin, president of Wilmington Quality Associates, here are six reasons why people might not want to stay at their jobs.
1. Unfriendly work environment.
The work environment is not particularly friendly for employees when there is a heavy workload or the combining of positions. Are you piling on responsibilities to your best employees because it’s the busy season and your company is short staffed? Consider keeping roles defined and check in with employees on a regular basis about how they feel about their workload and what they are struggling with.
2. There is a lack of effective leadership.
Leadership filters down from owner to managers and then to employees. Making sure everyone understands processes and what is going on within the company both overall and on a daily basis stems from communication and direction from each level of leadership.
3. There is a lack of recognition and appreciation for good, productive work.
Every employee needs to know that someone is paying attention to their work. The business won’t thrive without productive, good quality work, so make sure each employee knows they are valued.
4. They don’t feel supported. Good people need growth opportunities.
Growth opportunities can be many different things: training, personal development, leadership positions, etc. Make it clear how employees can grow and check in with them about where they want to go.
5. Unfair treatment.
Employees who are discriminated against because of age, race and religion will only tolerate the treatment for so long before leaving the company. Are you making sure every employee gets appropriate vacation time and sick leave? Hold each employee accountable and to the same standards to avoid playing favorites.
6. They are passed over for promotion.
Hiring for a new position? Have you circulated the opportunity to your current staff or alerted certain employees you think would be a good fit for the new position? Promoting internally will help retain your best employees while also giving them the opportunity for more responsibilities and the experience of training their replacement.
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