Slideshow 9 things that make good employees quit

Published
  • August 26 2015, 11:45am EDT
10 Images Total

Benefits can play an important role in retaining quality employees, but if workers aren’t being managed well then good benefits might not make a big difference. Travis Bradberry, president of TalentSmart and co-author of Emotional Intelligence 2.0, shares some avoidable things managers may be doing that are pushing top talent out the door.


[Image: Fotolia]

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 don’t get anything out of working more.” He adds if the workload must increase, make sure the employee’s status goes up too: raises, promotions and title changes are all acceptable ways to reward someone for working longer hours.


[Image: Fotolia]

Content Continues Below


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, it’s a raise; for others, it’s public recognition – and then reward them for a job well done,” Bradberry says, adding that for top performers, “this [recognition] will happen often if you’re doing it right.”


[Image: Fotolia]

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. It’s very difficult to work with someone for eight or more hours a day when they aren’t personally invested or don’t care about anything other than an employee’s production, he adds.


[Image: Fotolia]

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.”


[Image: Fotolia]

Content Continues Below


Hiring the wrong person

When managers don’t do the hard work of hiring good people, it’s 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, “it’s a massive insult,” he adds.


[Image: Fotolia]

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.”


[Image: Fotolia]

Managers with poor people skills

Management may have a beginning, but it certainly has no end, he says. “When you have a talented employee, it’s 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 it’s a manager’s job to keep it coming.


[Image: Fotolia]

Content Continues Below


Maintaining the status quo

Bradberry believes the most talented employees seek to improve everything they touch. “If you take away their ability to change and improve things because you’re only comfortable with the status quo, this makes them hate their jobs,” he says.


[Image: Fotolia]

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 they’re also sending out their resumes.


[Image: Fotolia]