Why Top Performing Employees Leave And What You Can Do About It

Being a human resource representative many incidents comes and goes, but somewhere that incidents affect the organization.

If you’re in the field of human resources management, you’ve probably faced the scenario. One of your best, most effective employee comes into your office one day and they put in their two week’s notice.

You’re blindsided. You didn’t know that they were unhappy – or that they were actively seeking other employment opportunities. You’ve just lost one of your best employees. Why?

That’s a critical situation – and we ’ll answer in this blog. We’ll discuss why top performing workers often leave, and what you can do to prevent “brain drain” at your business.

1) You’re Not Paying Them Enough Money

Expecting money for your work is worth because here everyone is to earn money with knowledge gain. Okay, this one is pretty simple to understand. Money isn’t everything but it is a big thing. If you don’t compensate a top performing employee appropriately, chances are that they will find another company that will.

Job changing is very common in the modern business world. Over the course of their career, an employee can expect to change 5-6 times and this number is even higher for younger workers. Staying at a job for only a year or two is no longer stigmatized – it’s expected!

If an employee can find another company who will give them a better salary, there’s not a lot you can do about that. However, you can take steps to encourage or boost employee engagement and ensure that they can always talk about their compensation.
If you make it clear that your employees are free to talk to you about getting raises or bonuses, they’re more likely to come to you before they start looking into a job at another company.

2)You’re Not Giving Them A Challenge

An employee who is best for your company expects that much hire raise and high performance challenges, but if you are not allowing then it must be a serious thing.

They’re passionate, driven, motivated, and hungry. They always want to learn more and they devour corporate training videos and eLearning materials.

So, what happens when they are no longer challenged by their work? The development of employee skills is important, but if an employee begins to feel inadequately challenged, they may become unmotivated and find them less interested in that work and they may seek a different job.

Again, this can be solved by having an “open-door” policy for employees, and regularly ask them about how they feel about their current position. If you start to notice them using social media at work, then they will feel that they are working in the challenging environment.???????

3) They Don’t Have A Clear Path For Advancement

Topmost employees are always hungry for advancement and performing corporate leader in growing ladder of success. So, one of the most common reasons that top-performing employees leave is that they feel like they’ve “peaked” in your company, and there is no clear way for them to continue up the corporate ladder, and earn more responsibilities and compensation.

When an employee feels like their career has plateaued, they’re more likely to become disengaged, and the quality of their work may suffer.

This problem is best solved during the onboarding process. When you hire a new employee, you should make their path of advancement quite clear.

By doing so, you can quickly create a culture where employees understand the value of their hard work and how they will be rewarded for “going the extra mile.”

4) Your Corporate Culture Needs Improvement

Corporate culture plays an important role in engaging employees with your organization. Because of that, unfortunately, sometimes employees simply leave because they don’t like your current corporate culture. This is a difficult problem to deal with because changing corporate culture requires a change of corporate policy from the ground-up.

Still, you should do your best to encourage a more active and engaged corporate culture.

You can take steps such as:

Conclusion -

1)Creating more flexible schedules for employees

2)Allowing some employees to work from home

3)An “open door” HR policy that lets employees voice their concerns

4)Encouraging collaboration between different teams and departments

5)Providing a way for anonymous feedback and suggestions from employees

6)Implement more transparent management communication policies

I hope you find this blog post knowledgeable.

If yes, I’d be grateful if you’d help it spread by emailing it to a friend or sharing it on Twitter or Facebook.

You can share your new ideas, strategies with us.

Also, check out our http://www.montekservices.com/blog for more blog post.

Thank you!