Workers compensation: Where does opting out leave employees?
five reasons your top employees leave you
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Transcript of five reasons your top employees leave you
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Five Reasons Your Top Employees Leave
You
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Retention! Retention! Is there a mantra for retention?
Unfortunately not.
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You hire a great candidate and dream of him turning out to be a top performer, which he eventually does.
While you think all is well, his resignation lands in your inbox.
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HOW? WHY? WHAT’S WRONG?
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Well, there could be a zillion reasons and most of them are most likely
personal. But, that’s your cue to do a reality check.
As an HR manager or leader, you need to know
that your workplace is finely tuned.
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Read on to know the top five reasons great employees leave their
organizations.
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1. They are just bored
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It could be that an employee is simply unchallenged by the work.
O Despite having great talent, if an employee loses passion for the job he does, he will be of no worth for the organization.
O A man needs to enjoy what he does, and if you have an employee who simply loses interest in his job, then the first thing on his mind would be to look for something better.
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It’s only natural! An HR manager needs to ensure that each
employee is challenged, engaged and excited about the work.
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2. No motivation
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There are extrinsic and intrinsic motivators.
O Extrinsic motivators at a workplace involve cash bonuses and other such carrot and stick rewards.
O Intrinsic motivators are the motivators that inculcate an internal desire to do a good job or to create an awesome product.
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In a modern workplace, extrinsic motivators are less effective but most relied on. Financial compensation is
not a sufficient incentive for retaining great talent or for
ensuring productivity.
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3. Independence
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Yes! People fight for it.Independence and autonomy.
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These aren’t something your organization can
give to your employees. But rather, these are characteristics that employees need to
pursue.
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A good HR manager is responsible for providing the
work environment that enables the employees to
act independently and autonomously.
And it’s the responsibility of the employee to act independently and
autonomously.
. It is essential to develop a culture of accountability in
an organization.
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Through this, employees are empowered to own their
responsibilities and execute them in the best manner. If
this empowerment is lacking, employees are most
likely to leave.
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4. Manager trouble
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It’s already very popular that people don’t quit their jobs, they
quit their managers.
When there are low retention rates, the management is the first area that requires
troubleshooting.
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If the immediate manager of an employee does not cooperate with him, does not develop his confidence, does not trust him, or simply doesn’t recognize his
performance, he will run, surely!
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5. Bleak future
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‘Career advancement’ is the keyword. No employee would like to be stuck in a job role for years.
Employees always look forward to advancing their careers and if they find no future in the
job, they won’t stay in it for long.
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It is essential to create career paths that are well understood
by employees. O They need to
know how they can move vertically or horizontally on the career paths of the organization and exactly what they need to do to achieve this.
O HR managers need to make it crystal clear for employees on how they can advance their careers in the organization.
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To retain good employees, stay in touch with their thought process. Constantly review whether or not
they are happy with their work, are their needs for meaningful and
challenging work being met, is their work given sufficient recognition? Make amends for problem points.
After all, talent doesn’t grow on trees! So retain it.
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Centre for Innovation and Entrepreneurship
C-4, IIT-H Foundation, Gachibowli, Hyderabad
9618402751, 9000600247
Reach us at:[email protected] [email protected] [email protected]
For more details, please
visit: www.accuprosys.com