5 surefire ways to chase away your best employees

Yes, some staffers are just watching the clock and collecting a paycheck. Your dynamos, though, require autonomy, chances to advance and frequent recognition for their efforts.

Competition for talent is fierce, and today companies are pulling out all the stops to attract new employees.

From strong reward programs to competitive salaries, employers are arming themselves to make their businesses stand out from the rest. However, stockpiling incentives and the onboarding of employees can constitute a significant time sink for any organization.

To lose an employee just months after an extensive recruitment process can be a huge blow to the business ego, not to mention losing all those hours of productivity.

Download this free white paper to see how your organization can better measure its internal communication strategies.

Though incentive programs are a plus for employees, they cannot be relied on as the sole reason employees decide to stay with a company. Often it’s the day-to-day interactions that can make or break an employee’s happiness.

Below are five surefire ways to lose your best employees:

1. Ignore development. Employees want to grow in their positions. Without clear opportunities for personal and professional development, an employee is likely to outgrow his or her current role quickly and move on to an organization that presents new challenges. Many companies fail to implement developmental programs for employees or don’t provide them with new paths to expand their skill sets.

2. Micromanage. Constantly looking over an employee’s shoulder will demotivate him or her. Not only are you creating self-doubt in the employee, but you are also conveying that you don’t have complete faith they will get the job done.

3. Keep employees in the dark. Creating a gap between management and employees can lead to workforce frustrations. Not having regular and appropriate communication with employees opens the door to baseless fears and assumptions of the worst. Furthermore, lack of communication creates a lack of confidence in management, which can quickly lead to distrust.

4. Lack recognition. If you want employees to feel that their hard work goes unnoticed, provide them with zero recognition for a job well done. Sure, you are paying the employee to do the job, but that does not mean that extra effort should go unnoticed. Missing repeat opportunities to pat employees on the back can make them want to set their sights on a job that values them.

5. Eliminate fun. Workplace productivity and efficiency are important to a sustainable business model, but setting aside time to bond with co-workers can boost staff productivity enormously. Stepping away from the computer to partake in workplace fun can refocus employees so they’re re-energized when it’s time to get back to work. Furthermore, employees want to feel bonded to a company and have camaraderie with their co-workers. Without that emotional connection in place, it’s easy for an employee to jump from one job to the next.

Katie Blair is vice president of Vantage PR and head of the Orlando office. She brings more than seven years of strategic public relations expertise to her role in leading the consumer technology practice. Blair has led numerous award-winning campaigns that have garnered national attention from top media outlets. PR News also recently named Blair among its top “People-to-Watch in PR.”A version of this article originally appeared on TLNT.com.


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