Perfectly Valid Reasons Why Your Staff Leave You


There’s a saying that employees don’t leave companies, they leave managers – and today, workforce diversity makes managing your staff a hard task leading to higher turnover, if the issue or issues, are not assessed.

staff quit

Employees quit their jobs for many reasons. It’s natural for a small percentage of your workforce shifting base to another company for better opportunities or a working environment that is more suitable to their working style or perhaps proximity to their home. But, while these are understandable factors, the issue begins when leaving becomes constant. This would suggest there is something preventing your workers from having a satisfying environment to be at their potential best.

Manager’s lack of ability to engage employees can be one of them and has been addressed many times as one of the main factors for high turnover. Missing opportunities to communicate and understand employees by simply giving directions can be very prejudicial for your team.  This affects your workplace culture and environment limiting employees’ positive perception of their job and future opportunities.

Here are 5 common reasons staff leave you:

  1. Lack of coaching/ mentoring

As a manager, it’s common to use a directive manner to show your expertise in the field. There’s nothing wrong with that when you are giving directions or clarifying steps for a project or when asked for advice. But while coaching, asking open-ended questions is the best choice. It gives the opportunity for team members to think and articulate their goals and challenges and find their own answers. This is your greatest tool for coaching. Doing this helps them clarify their priorities and create their own strategy.

Put yourself in your staff shoes. Imagine what it feels to try conveying an important message to someone who has thousands of things on his/her mind. Contrast this experience with a more rewarding moment when you’ve been heard with no restraints. A coaching conversation can be opened with a question like “How would you like to grow this month?” The language used is what matters the least, it is your attention and the fact you are really listening that matters. This moment will bring you and your team member into open up and think out of the box.

  1. Connection to the big picture

Have you ever asked yourself why your position matters and how are you making a difference? Successful companies have systems in place as a constant reminder of how talent is aligned with goals. This helps employees to understand their purpose in the organization and avoid losing track on how their individual efforts fit into the big picture. Make your company’s mission simple, actionable and meaningful.

Try conducting monthly meetings to ensure any doubt is assessed. This will not only help you to have a better track of tasks completed, but will engage the employee and make them feel they matter fostering a belonging feeling and enhancing their productivity.

  1. Reward your best people

As basic as it may sound, it is shocking the amount of companies who are not putting this into practice. A lack of recognition can affect your overall corporate culture and quickly disengage workers by failing to acknowledge their constant efforts.

A successful rewards program will reinforce the most important outcomes people achieve. Good people want recognition and there are several easy ways to praise somebody for their good work and good results. In meetings, in email or even on the wall, give that outstanding employee a motivational push to keep up the good work. You must do it fast and consistently, as it will have a more powerful impact. Remember, recognition matters more than money and you can foster a positive corporate culture.

  1. Understanding the future

It’s important to recognize your people are your most valuable asset. Taking the time to provide opportunities for them to learn and grow can make a difference into keeping that outstanding employee on-board.

Creating well-communicated career paths along with constant feedback on work performance will help your employees to understand what they can do to move forward in the organization. Obviously, not every employee will end up becoming the company’s CEO, but having a clear understanding of the available opportunities help them have a better vision of the future while motivating them to work towards a goal.

  1. Bored and unchallenged by work

Employees don’t want to be bored and unchallenged by their work. It is the managers’ task to make sure they are engaged, challenged and able to positively contribute towards the organization. This will enable them to enjoy their job; after all, they spend most of their days here.

A great manager understands how his team works, what are their mindsets, capabilities and areas where there’s room for improvement. This insight can be positively used to challenge your team members to think and lead them in search for more. This will help them find their passion and become more productive.


About Author

Labour Solutions Australia Pty Ltd specialises in temporary, permanent and outsourced workforce solutions with a strong focus on Food Processing, Civil and Building Construction, Mining and Engineering, Transport and Logistics, Manufacturing and Agribusiness staffing needs.

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