This post was most recently updated on December 31st, 2019
When it comes to leaving, many people think the major reason is the lack of money. But I feel that more often than not employees leave, for other non-financial reasons. In this post, I present to you 8 Practices to Avoid to retain the best employees and money is even not among this list. The HR is saddled with not only the responsibility of finding the most suitable candidates but also the task to retain outstanding employees
It may seem difficult to retain good employees. In fact, most of the mistakes made by many managers can be avoided, but once managers make mistakes, the best employees often leave first because they have the best options elsewhere. It is simply a new, and fresher challenge for them.
Reasons Why Good Employees Leave First
Moreover, if a company can’t let good employees devote themselves to work, it can’t retain good employees. The departure of good employees did not happen suddenly. It is a gradual process that has to do with their interest in work is dying out.
Some scholars abroad have spent a lot of time studying this phenomenon and called it the “power weakening” phenomenon in the workplace. I mean, there should be dignity in labour. Great employees are like dying stars, and their passion for work is slowly diminishing.
‘Weakening power’ is different from turning off, because employees are not in a serious crisis. On the contrary, they seem to be doing well: devote a lot of time to work, collaborate efficiently with others to complete tasks, and speak impeccably at meetings.
But at the same time, they are silently under constant attack. It is conceivable that in the end, they will only leave.
8 Practices to Avoid to Retain the Best Employees
In order to prevent “power waning” and retain top talents, companies and managers must recognize which of their practices have led to the slow fading of employee enthusiasm. The following eight practices are the most harmful. To retain good employees, you must avoid.
1. When you Make a Bunch of Stupid Rules
Of course, companies need rules and regulations, but they must not formulate short-sighted and sloppy rules and regulations in an attempt to establish order. Whether it is an overly strict attendance system, or deduction of overtime pay from employees, or even just a few extra regulations.
If a good employee feels that “big brother” is always looking at himself, he will feel too stressed and choose to change his job.
2. Treat all Employees Without Discrimination
The non-discriminatory approach, while suitable for school education, should not be used in the workplace.
For good employees, this means that no matter how well they perform, the treatment is as good as a fool who only checks in and out of work.
3. Tolerate bad Performance of Your Staffs
It is said that the level of a jazz band depends on its worst musicians. No matter how good the other musicians are, the audience hears the performance of the worst musicians, as well as in the workplace.
If the company does not penalize poorly performing employees in the least, they will drag down the performance of other employees, especially the best employees. This can happen if the manager has the insufficient emotional intelligence to deal effectively with poor performance.
4. Always Praise & Reward Good Performances in a Civilized Manner
It is easy for managers to underestimate the power of praise, and it is especially easy to underestimate its effect on outstanding employees who need to be motivated. Everyone loves honour, especially the hard-working and dedicated employees, who reward individuals for their contributions, which shows that managers pay attention to it.
Managers need to communicate with employees and find out their own preferred reward methods to reward their good work performance.
5. When you Don’t Care About Employees Welfare
Another one of the 8 Practices to Avoid to retain the best employees has to do with the inter-personal relationship between the employer and employees.
More than half of employees leave because of poor relationships with their bosses. Smart companies make sure their managers know how to be both professional and human.
Such managers will be proud of their employees’ success, understand their difficulties, and allow them to accept challenges, even if the process is painful.
If the boss never really cares about employees, then the turnover of his employees will be relatively high. No one wants to dedicate more than 8 hours a day to a boss who only knows how to give orders and only cares about performance.
6. Don’t Describe the Company’s Roadmap for Employees
Assigning tasks to employees constantly seems to be very efficient. However, for good employees, uncertainity about the company’s blueprint may be the main reason for their departure.
Good employees are willing to take on more work because they really care about their work, and these workers must be appreciated.
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If they don’t know what the organisations’ value is, they will feel alienated and feel directionless. They don’t feel self-worth in this company and they look elsewhere for value.
7. Don’t Prevent Your Employees From Pursuing Their Hobbies
Google requires employees to spend at least 20% of their time doing what they think is best for Google. These hobbies have spawned great Google products, such as Google Mail and Advertising Alliance, but their biggest role is to train highly dedicated Google employees.
Aside from this, talented employees are often full of enthusiasm, giving these employees the opportunity to pursue their hobbies, which can improve their work efficiency and job satisfaction, but many managers limit the scope of employees’ work to a small space.
Such managers worry that if employees are allowed to expand their attention and pursue their own hobbies, their efficiency will be reduced. This worry is simply unnecessary.
Research shows that if employees can pursue their hobbies at work, their brains will always be excited, and the efficiency at this time is five times the normal efficiency.
8. When Work is no fun
If employees are bored, this is the problem for managers. Employees are unhappy and can’t devote themselves to work.
Pleasure is the main force against “weakening power”. Good companies will know one thing: it’s important for employees to relax appropriately. For example, Google does everything to make work fun, such as free meals, bowling alleys and fitness classes.
Google’s intention is simple: if the work is fun, employees will not only perform better but will be willing to work longer, even as a long-term career.
All in all, when faced with the problem of employee turnover, managers often blame others, but ignore the crux of the problem-employees are not leaving, but leaving the boss and the company.