Losing your best employees is easier than it sounds. Many companies don't realise that the best employees are constantly looking to grow and broaden their horizons and, if not properly nurtured, will end up leaving them for the competition. If you want to prevent this from happening, pay attention to these 7 mistakes that will make you lose your best employees. And above all, avoid them!
Salary remains (and will remain) the main motivator for employees. If a good employee perceives that his or her salary is below the average salary for his or her job profile, he or she will feel demotivated and will almost certainly look for an alternative that offers better remuneration.
So if you really want to retain your best employees, it is essential to pay workers a wage commensurate with their value. In fact, it will have to be a salary at least comparable to what other companies are paying. Otherwise, you will always be at a clear disadvantage.
Another of the mistakes that will cause you to lose your best employees is related to the work climate. In particular, with a bad working climate. Every employee needs to feel at ease in his or her job. Not only with the tasks they perform, but with their working environment in general.
A friendly, personal and approachable manner is necessary in order to create the trust and well-being that every employee needs. In addition, good manners must also prevail. Politeness must prevail in all situations, both inside and outside the company.
Disseminate a a corporate culture that preaches respect and good interpersonal relations is an essential element if we want to retain talent in our company.
Not all company managers are equally capable of managing a team and getting the best out of it. Poor management of these employees, as well as the differences that may arise at work, will undoubtedly drive away your best workers, who will seek their personal and professional well-being in another company.
To address this mismanagement, apply better feedback controls at all levels. This will allow problems to be identified and solved in time.
Another of the main mistakes that will cause you to lose your best employees is to not facilitating work-life balance. Today's workers demand a work-life balance that allows them to enjoy their families.
If your company can do more to satisfy that work-life balance, why not do it? Not only will you prevent your best employees from looking for alternatives in other companies, but you will also be able to attract talent looking for companies integrating a good culture of social responsibility. In this sense, implementing solutions such as Childcare Ticket can be a good starting point.
The best-performing employees are those who trust not only in their own abilities, but also in the company itself. Just as they place their trust in the company and are obliged to be transparent, making all kinds of data available to the company, the company must reciprocate in this respect.
Employees cannot trust their organisations if they feel that information needed to do their jobs better is being withheld. Incorporating a corporate culture where transparency is two-way is an essential element in retaining talent and preventing the best qualified workers from seeking alternatives in other companies.
Companies should be aware that even small individual or team achievements should be celebrated and rewarded. This not only adds to the employee's motivation, but it also maintains an optimal general state of mind and strengthens team relationships.
Congratulating and rewarding your top performers will reinforce their trust in your organisation, and is one of the best ways to prevent them from being tempted to leave for a competitor.
Finally, another major mistake that will cause you to lose your best employees is not offering them the chance to grow.
Hard and dedicated work must be recognised within the company. A good employee who does not see possibilities for organisational progress will be forced to look for another company. One where you can have a career development plan in line with your results and expectations.
In this sense, it is important to value (and know how to reward) the good work of these employees since, in addition to their good results, they are the real driving force of your company, as well as the main responsible for its success or failure.
