How To Keep Your Best Employees
Have you lost any good employee talent recently? Was it necessary to lose them? Why did they leave, was it for a better opportunity or because your organization needs a serious look at the way it treats is most valuable asset, it’s people.
Granted that during a person’s career, regardless of their expertise and experience, sooner or later people move on. It is a fact of corporate life. Presidents leave, managers leave, salespeople leave and administrative support staff leave. They leave for many reasons.
-They are bored.
-They don’t feel appreciated.
-They feel like they are worth more than you are paying them.
-They are tired of the corporate BS and politics.
-They no longer believe in the mission or purpose of their organization.
-They are tired of working for incompetent or selfish managers.
-They have been offered a position that is more in line with their career path objectives.
There are others.
Here’s the problem. When you invest time and resources in an employee and they leave before you get a chance to re-coop your investment, you have to start all over again with another new employee. When you lose a good employee this is also true but other employees may wonder why they are staying?
The major problem with losing good employees is just replacing them with a body, someone who can or will do the job but may not be a stellar employee contributing to improved effectiveness and performance.
The other problem is that good employees tend to leave before the bad ones. The good ones know they can and will find a better position that is more rewarding and challenging. The bad ones may tend to ‘hide-out’ in the organization for years. You don’t have to be a rocket scientist to quickly grasp that if you keep losing your best employees and your worst ones keep staying that sooner or later your organization is going to be made up of a bunch of poor employees. Do you think this situation will have any impact on your overall effectiveness, performance, profits and future success?
Want to keep your good employees longer? There is a solution and it is really quite simple
-Listen to them.
-Compensate them fairly.
-Communicate openly with them.
-Develop and train them.
-Validate them.
Have you lost any good employee talent recently? Was it necessary to lose them? Why did they leave, was it for a better opportunity or because your organization needs a serious look at the way it treats is most valuable asset, it’s people.
Granted that during a person’s career, regardless of their expertise and experience, sooner or later people move on. It is a fact of corporate life. Presidents leave, managers leave, salespeople leave and administrative support staff leave. They leave for many reasons.
-They are bored.
-They don’t feel appreciated.
-They feel like they are worth more than you are paying them.
-They are tired of the corporate BS and politics.
-They no longer believe in the mission or purpose of their organization.
-They are tired of working for incompetent or selfish managers.
-They have been offered a position that is more in line with their career path objectives.
There are others.
Here’s the problem. When you invest time and resources in an employee and they leave before you get a chance to re-coop your investment, you have to start all over again with another new employee. When you lose a good employee this is also true but other employees may wonder why they are staying?
The major problem with losing good employees is just replacing them with a body, someone who can or will do the job but may not be a stellar employee contributing to improved effectiveness and performance.
The other problem is that good employees tend to leave before the bad ones. The good ones know they can and will find a better position that is more rewarding and challenging. The bad ones may tend to ‘hide-out’ in the organization for years. You don’t have to be a rocket scientist to quickly grasp that if you keep losing your best employees and your worst ones keep staying that sooner or later your organization is going to be made up of a bunch of poor employees. Do you think this situation will have any impact on your overall effectiveness, performance, profits and future success?
Want to keep your good employees longer? There is a solution and it is really quite simple
-Listen to them.
-Compensate them fairly.
-Communicate openly with them.
-Develop and train them.
-Validate them.
posted by zzzzzzzzzzz at
10:16 PM
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