9 things that make good employees quit

Overworking

Pushing your top talent to do as much as possible becomes counterproductive, Bradberry says. New research from Stanford shows that productivity per hour declines sharply when the workweek exceeds 50 hours, he says, and productivity drops off so much after 55 hours that you dont get anything out of working more. He adds if the workload must increase, make sure the employees status goes up too: raises, promotions and title changes are all acceptable ways to reward someone for working longer hours.

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Recognition or lack of

Everyone appreciates recognition for the hard work they put in. Managers need to communicate with their people to find out what makes them feel good - for some, its a raise; for others, its public recognition and then reward them for a job well done, Bradberry says, adding that for top performers, this [recognition] will happen often if youre doing it right.

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Lack of empathy

Sour relationships with the boss can lead to a quick exit for many, Bradberry says. Smart companies make certain their managers know how to balance being professional with being human, he says. Its very difficult to work with someone for eight or more hours a day when they arent personally invested or dont care about anything other than an employees production, he adds.

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Broken promises

Not holding managers accountable will only help push your talent out the door. Following through on commitments strengthens workers opinions of their supervisors. When you uphold a commitment, you grow in the eyes of your employees because you prove yourself to be trustworthy and honorable, two very important qualities in a boss.

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Hiring the wrong person

When managers dont do the hard work of hiring good people, its a major de-motivator for those stuck working alongside them. Promoting the wrong people is even worse. When your employees are putting in the time and effort, but see the wrong people bypassing them on the way to the top, its a massive insult, he adds.

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No room to pursue their passion

Your talented employees are passionate, and providing opportunities for them to purse these passions can improve their productivity and job satisfaction. Managers fear that productivity will decline if they let people expand their focus and pursue their passions, Bradberry says, adding that this fear is unfounded. Studies show that people who are able to pursue their passions at work experience flow, a euphoric state of mind that is five times more productive than the norm.

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Managers with poor people skills

Management may have a beginning, but it certainly has no end, he says. When you have a talented employee, its up to you to keep finding areas in which they can improve to expand their skill set, says Bradberry. One avenue to pursue is constant feedback. Talented employees are always seeking feedback, and its a managers job to keep it coming.

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Lack of intellectual stimulation

Instead of setting mundane, incremental goals, [your best managers] set lofty goals that push people out of their comfort zones, says Bradberry. But, those top-notch managers will also be there to do everything in their power to help their employees reach and exceed these goals. When employees start to feel bored, you can bet theyre also sending out their resumes.

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