If you want to keep your employees loyal, you should be asking what they want. It is not only a good business decision, but it is the most important factor for business sustainability.
There are many reasons why people quit, such as lack of communication, Relocation, personal & professional life balance, conflicts between co-workers, personal reasons, etc.
While reading this article, you might have other reasons in mind. Nevertheless, our focus here will be on the four primary factors driving valuable employees to leave the workplace.
When the work is assigned, then it's management's duty to engage employees, enforce and often reward employees to keep them loyal and satisfied.
The team leader, manager, or supervisor may initiate recognition on a small scale for employees who achieve their targets or contribute to achieving them in any way. However, employees also anticipate recognition from top management as a means to sustain their commitment.
Not everyone is skilled enough to lead the people or manage the process. If someone is good at what he does, doesn't mean that he will be a great manager.
When the people are not fit to lead the team or organization and are put in the positions of leadership, it can create a catastrophic circumstance in the workplace and decrease employee morale.
The well-known saying is absolutely correct, and we are all quite familiar with it: "People don't leave companies, they leave their managers".
Every employee expects a reward for every ordinary work which he makes extraordinary.
It is not compulsory that you pay the heavy cheques, rewards can be done in many ways, such as corporate recognition both internally and externally (through an online website or press release), Paid Vacation, promotion, a trip to any good place, or reward can be done by paying an unexpected bonus.
There are many other ways to reward the employees, but you should always keep in mind that employees never ask for the award or recognition they expect from the management. It depends directly proportional to the performance of the employee.
This is the essential approach to engage your employees and determine their most valued aspects, then build from there.
When dedicated employees witness individuals in positions they believe are undeserved due to minimal contributions and excessive socializing, it can feel like a blow to their morale.
Especially when the good workers are putting in extra effort, forgoing vacations, shouldering all the assigned responsibilities, and surpassing expectations, it can be disheartening for them to witness someone less qualified securing a senior position.
If you are planning to hire your relative who has no idea about the work you are doing, then you can expect your good employees to leave. Wrong hiring is also the reason that makes good employees rethink their abilities and knowledge.
The true challenge arises when employers identify employees who not only work with integrity but also excel in their performance. Employers often respond by assigning more tasks and responsibilities to these individuals, believing they can handle the added workload.
However, issues arise when employees begin to perceive that they can evade the level of responsibility and attention they receive from management. It's crucial to recognize that rewarding them shouldn't always translate to an increased workload. It's equally important to ensure they do not feel overwhelmed, preventing burnout from setting in.
Ultimately, the organizational culture determines the scope of employee retention. To get a good employee, just ask them what it will take. If you see someone doing good work, recognize and reward, but you should not forget to find out how you can empower them to continuously deliver.
