Many managers have been stunned when one of their best employees resigned. Losing your right-hand person, that employee who was always in your top 20%, is no pleasant thing. Even more worrying: these losses are usually not silent; they come with attempts to draw attention to something that isn’t working in the company.
Most managers think the main reason for these departures is salary, but that is rarely the fundamental reason. For top talent, professional and career development comes first. Some real reasons for this loss may be: 1. The employee doesn’t feel valued Once again, recognition is not about money. If you look at Maslow’s pyramid from a work perspective, the needs for self-esteem and self-actualization are the two greatest human needs. If you don’t reinforce it through gestures, praise, or that unexpected email saying “congratulations” on a job well done, you will fail to retain this top talent. A financial bonus isn’t necessary for recognition; after all, words are free and their effects are powerful.
- The employee has no vision of the future It is very common for great talent to lose motivation because they feel stagnant, don’t want to do the same work for the next few years, or think the company has reached the limit of its growth. They want more aspirations, more challenges, more opportunities to grow and learn. Vague views on the company’s strategy and future have a negative impact on these professionals, so talk about their aspirations. Look for ways to encourage challenging projects, courses, and events that keep your top talent moving. 3. Their leaders take credit for and hide their talent You know those leaders who take ownership of their team members’ ideas? Invariably, weak leaders hide the team’s talent from their superiors, always overshadowing their existence and value. Being put in this inferior position when your work is what makes the team stand out is a more than fair reason to want to leave. Keep an eye on your company’s managers and always notice your employees’ work for yourself, individually. 4. The employee takes work home That employee of yours who always stays late, answers emails on weekends, and is always available for anything work-related may be getting worn out. Don’t abuse it, and don’t make it routine to take advantage of your employee’s goodwill outside the workplace. Leaders need to keep their own anxiety in check too. Does this task really need to be done at night, on the weekend, in the middle of a holiday? Is it really urgent, and will it make any difference if it is done on Monday instead of Sunday? Then leave it for the hours when both of you are committed to work.
- Achievements are not celebrated Targets hit, an unexpectedly positive result, the company growing more than forecast. Most companies treat these events as an obligation, without elevating them to an achievement worth celebrating, which makes the goals reached dull and uninspiring. Positive reinforcement and celebrating wins are always rewarding and make employees feel truly part of the company, feel they are working with a purpose. Finally, one of the reasons top talent leaves is job offers. Yes, great employees are courted by other companies all the time. Be aware that your top employee will respond positively when approached with a new offer if any of the points above are missing from their professional self-fulfillment. Losing your team’s best employees can be the spark that makes your business go off the rails. Don’t let it turn into a fire: value each of your top talents for everything they can offer. At the same time, keep an eye on the professionals being hired at your company so you don’t fall into traps.
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