In today’s candidate-driven market, it takes far more than a competitive payroll to hold on to the employees. What was once looked upon as job-hopping is now broadly held as just another stride up the career scale to greater opportunities and of course more financial stability. The reason now befalls on employers to provide enough motivation to convince their best employees to stay. So, let’s look past salaries. What other reasons do employees have to quit their jobs? And how can employers retain them?
Everyone wants to be appreciated or at least acknowledged whenever they’ve accomplished something. The same fundamental rule of life applies to employees, too. Feeling undervalued for their participation is one of the main reasons that drive employees to quit their jobs.
The market saying goes, “Customers above everything.” While that may not need any point of contradiction from any end, it’d make more sense to treat the employees the same way customers are treated. Why? Because customers will be happy, just as long as a company’s staff is working towards that goal.
The fix is simple. An employer should recognize their employees’ positive contributions and appreciate them. Employees feel content, supported and more involved in their job when their efforts are admired.
Employees are never going to feel connected to the projects of the company if they’re not being managed effectively. Employees won’t feel comfortable in a setting where they have no sense of what their position is. This leads to them losing the motivation to do good work.
An effective management is essential for the satisfaction of the employees, as well as the productivity of the company. By keeping good communication with their employees and developing positive work relationships with them, employers can display authority and leadership, at the same time getting their employees’ respect and involvement.
This seems like a no-brainer. Employees won’t invest their efforts and time into the advancement of the company if they’re not being rewarded with raises for that. Every employee wants to feel like they’ve still got some room to grow. Nobody wants to be confined to their current level, in a position they can’t outgrow. They might quit their position in exchange for much better opportunities to grow somewhere else.
An employer can address each employee’s goals in reviews and evaluations. Upon the achievement, they should reward their employee to keep them motivated enough to not quit.
Sometimes, no amount of money is worth waking up early mornings, commuting long distances to-and-fro, rushing dinner before bed, and starting all over again the next day. Employees need time and space for themselves and their loved ones, as well as the things they love. And it’s no surprise that many people quit their jobs to spend more time with their families and their personal interests.
Employers should keep this in mind and support their employees to try and sustain their own work-life balance. Employers can do so by offering their employees a flexible job schedule, paid day-off and by sponsoring their family or personal events.
Collaborating with employees and seeking their insight into some matters can make them feel like they’re of some value to the company. This is why employers should promote employee engagement in their company.
Unengaged employees tend to see the company in a poor standing. This instantly influences their decision-making and drives little cooperation from them, if not any. Keeping the employees on the loops of administration projects and development enables them to give their input and be a part of the process; so that they connect to company in a more meaningful way, and do high-quality work.
Employees who are not convinced whether they’ll get to enjoy a constant pay and opportunities are not going to stick to the company. This insecurity can occur if the company is not financially stable itself.
Employers should make every development transparent and let employees know how the business is performing at all times and what the company’s projections are for growth. This can positively influence the employees’ respect for their judgment and decision-making.
This is a very basic reason to quit a job, but that doesn’t mean it doesn’t happen. Bad relationship with their colleagues and a work environment they don’t get used to can make the employees quit their job.
Employers should try to acknowledge these things before they get pressing and maintain a setting where employees think they’re amongst friends.
A positive work environment can make the employees satisfied and content with coming to work. This is great for a company because the happier the workers in a company are, the more it grows.
There are many ways to improve your organisation’s performance through your employees, with the practical and business approach of our HR consultancy experts. Our HR experts will work with you to build and develop a team that will influence your bottom line. If you need assistance, give us a call on 1234 567 890 and we can discuss how we can support you.
