4 Things That Leaders Do That Make Good People Leave

January 26, 2018

Your team cannot run like a well oiled machine if its members keep moving on.

It can be extremely frustrating to recruit new employees, spend time onboarding them and integrating them in the group, only to see them leave within a year or less.

While some employees move on for their own reasons, there are plenty of good people who leave because of their manager’s actions.

These can include the following:

No Advancement

The truth is that valuable employees know their worth, and one of the biggest reasons they leave is to advance their career.

Managers often take their star players for granted, thinking that they do not complain, so must be satisfied.

However, that is not typically the case.

The employees that have the most to offer their team—the most intelligent, skilled and hard-working individuals—are the ones that are most invested in their careers.

It’s vital to offer advancement and promote valuable team players to prevent them from leaving.

Too Much Work

It’s not uncommon for overtime to be the norm in today’s busy office world.

However, it’s also advantageous for leaders to analyse if the team has a sufficient amount of members to carry out the work.

While it’s normal for all organisations to have busy seasons or busy times, if your staff is constantly working well above their typical hours, it may be time to add more help!

With the newer generations of workers demanding a better work/ life balance, it may be a good reason for one of your valuable employees to look elsewhere.

Not Challenging

No one can argue that some employees want to come into work, finish their regular assignments and be on their way.

But that is not the case for everyone, least of all your most dedicated and capable staffers.

These individuals often get bored doing the same thing over and over at work, and seek new employment just to get a fresh, new challenge.

Make sure to keep your top employees working on new tasks to keep developing their skills to keep them challenged.

Too Much Micromanaging

Top performers like to problem solve and make their own decisions, so a manager who doesn’t offer them these opportunities run a high chance of losing them.

Stop micromanaging the employees that you know can handle their responsibilities, and encourage them to be their own bosses as much as possible.

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