Now You Know: 5 Reasons Star Employees Leave

Posted in Human Resources

 

Think that employees quit to take jobs where they can earn more money?

 

Surprisingly, better compensation didn't even make the top seven on Inc.com's recent list of reasons why great employees quit.

 

So, what does cause star talent to throw in the proverbial towel? Top culprits include:

 

Career stagnation.

Today's workers don't want to come to the same place and do the same exact thing, decade after decade. Members of younger generations, in particular, need to know that they're advancing, growing and learning at work.

 

Overwork.

Most jobs have busy seasons or occasional high-stress periods, but chronic overwork takes a huge toll on people – and drives them out the door. Unfortunately, high performers are at greater risk for job burnout, because of their exceptional capability and commitment.

 

Vague visions.

Great employees want to spend their valuable time and energy working in support of something defined and attainable. If an organization can't translate its aspirations into strategic goals – and then tie achieving those goals to employees' daily activities – workers are likely to disengage or leave altogether.

 

Profits over people.

Any business that puts money before its employees will actively drive high performers out the door.

 

Lack of recognition.

Wanting to occasionally be recognized for hard work is just human nature. When employers fail to recognize individual or team accomplishments, they miss critical opportunities to motivate, drive performance and ultimately keep their best and brightest.

 

As you can see, star employees quit for a wide variety of reasons – many of which are not related to money. To minimize turnover, use these tips from PrideStaff:


Create career momentum.

If a career-minded individual doesn't have a well-defined plan for moving ahead within your company, the job market is strong enough for them to find more promising opportunities elsewhere. So show employees their career trajectory with your organization. Set aside time (at least once a year) with each employee to discuss your company's future – and their role within it. Help each individual create a rolling, five-year plan for career growth that aligns with your long-term business goals.


Prevent overwork – and the burnout it causes.

Keep employees in the fold by providing the support they need. When things get busy, overtime can stress employees out – decreasing productivity and contributing to turnover. Using contingent workers to provide temporary support can greatly reduce employee burnout, allowing your core staff to stay fresh, productive and motivated to stay working for you.


Tie employees' work to your "big picture."

Talented people want to work for organizations where their work matters. "Connect the dots" for them, by explaining exactly how their daily tasks impact internal customers, external customers, clients, your organization, your community or the world at large.


Recognize accomplishments.

Formally acknowledge both group and individual achievements. Create a plan that's consistent, timely and in-line with your company's ideals. And mix things up occasionally! If you offer the same recognition time and time again, it will eventually lose its intended effect – and be viewed as more of an entitlement than a reward.

 

PrideStaff can help you keep your best and brightest.

Our workforce management and recruiting experts can help you create a plan to minimize burnout. Staff high-turnover positions differently. And hire exceptional individuals who will thrive long-term in your organization. Contact your local PrideStaff office today to learn more about our On Target fulfillment process and Workforce Growth Solutions.

 

 

 

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