Employee movement is not uncommon. New opportunities, a desire for a new challenge or a new city may be some of the reasons why offices see regular turnover.
What’s also all too common, unfortunately, is staff turnover stemming from employee dissatisfaction. And it’s just not one thing that can cause employees to seek greener pastures elsewhere.
Here are some reasons why employees aren’t staying put, and not surprisingly, employers have a big say in the matter.
Not Much Upward Mobility Opportunity
Your business is only hiring the best of the best. With that crop of successful workers, there will be an expectation for opportunities to move up the company ladder.
Businesses that don’t deliver training, mentorship and other developmental programs to its staff put themselves in danger of losing quality talent.
How the Staff and Manager(s) Work Together
While it may be a good practice for a staff member to be at arm’s reach of his or her boss, be careful that it doesn’t come at the expense of a strong relationship.
Employees in general prefer having strong connections with their bosses, which can lead to positive work environments and strong work ethic. A good workplace bond gives rise to more engagement, confidence and commitment from staff. This enhances employee happiness and elevates the possibility of keeping good workers for the long haul.
Too Much Micromanaging
Micromanagement can put employees in a professional straitjacket. Keeping too close of a watch on workers may make staff members feel like they do not have the full trust of their manager. This can drain staff morale.
Strong leaders find a balance of empowering their staff to do their job while also being available when a greater team effort is required. This balance leads to heightened productivity and more joyful workers.
Boredom and Not Enough Challenge
Workers prefer a challenge because it can often help them look forward to their workday. An instant way to take the air out of the room is by not making sure your team is taking on new projects.
Employees who feel bored will need help to reignite their passion for the work – if not, there’s a big risk that they will look for an employer that can offer them a work culture that’s fun, challenging and worthwhile.
Managers Should Be Fans of Their Staff
There’s time to evaluate performance, and there’s time to praise it.
Bosses that act as cheerleaders and provide a sense of optimism for their team will build trust.
Employees crave to work alongside positive, optimistic bosses who instill in them the belief that they can accomplish anything. Also, if a team member comes up with a good idea, but the manager doesn’t give them credit for it throughout the rest of the company, it can cause resentment.
Business owners can get a great sense of what makes their employees happy simply by stepping into their shoes and reflecting on what would make them happy and productive staff members. A positive workplace, conditions conducive to professional development, positive business culture and good relationships are some of the pillars of employee satisfaction and production. And most of all, they’re all great reasons to stay.