Why Employees Leave

Written By: Cindy Kraft, CCMC, CPRW, JCTC, CCM
The CFO-Coach
Reach Certified Personal Brand Strategist
Website: www.cfo-coach.com

 

Even in an employer-driven market, good people leave for other opportunities. Once you have spent the time, energy, and dollars to recruit a top-producer, you don’t want to lose him or her.

If your organization is experiencing unusually high turnover, do you know why? Here are some of the reasons we hear, together with some thoughts on how management could better respond to unhappy employees.

The sales commission structure was changed in mid-stream. I understand a company needs to stay profitable, but changing the rules in mid-stream is playing dirty.
To retain high performers, always come from a position of integrity. Keep promises. Are you sacrificing your greatest asset for a few additional dollars in this fiscal quarter? Much like a candidate’s “first impression” in a résumé or interview, a company’s first impression is the positive comments made by its front line. I always coach my clients to talk with employees of companies they want to join. Do you know what your employees are saying about what it is like to work for your organization?

My boss is a jerk.
A clear communication channel around and above a direct manager ensures that employees can share legitimate concerns that may have serious consequences on overall productivity or profitability. If one manager has above-average turnover or complaints, perhaps it’s time to find out why. 
I believe the company is moving in the wrong direction.
Oftentimes employees only hear bits and pieces from the rumor mill, and misconceptions and misperceptions abound. Open communication ensures everyone knows what the company is doing and why, and offers an opportunity for every employee to buy in to the corporate vision.

I don’t want to be a part of some of the things I see going on in the company lately.
Questionable corporate ethics seem to be making the news more and more these days. Employees are naturally skittish. Embrace a culture of ethical behavior and act swiftly against violators. Otherwise, you run the risk of losing your best, and most ethical, employees.

They are totally closed to new ideas and change of any kind. They had a 100% 'we don't do that' mindset.
The times, they are a-changin’. Bob Dylan sang that years ago. It has never been more true than now. Companies need to be open-minded about change. Actually, they need to embrace change. When an employee proposes a revolutionary idea, make him or her research it and then allow him to present quantifiable evidence of its short and long-term implications to the bottom line.
When an idea or proposal can’t be accepted, be clear about why. Make sure the refusal is justified. Be clear too that ideas, and change, are always welcomed and considered.

Employees will always come and go, but in the best case scenario, your top performers won’t leave because of unfair or unethical practices, an unreasonable resistance to change, or a lack of open communication.