HR Department
  • Home
  • Did you Know?
  • Our Services
    • NEW: Mediation
    • HR Audit
    • Implementation
    • HR Support Service
    • HR Services
  • Our Experts
  • Testimonials
  • The HR Advisor
  • Contact Us
  • Login

5 Reasons Your Best Employees Quit and How to Fix It

14/8/2014

0 Comments

 
Picture
If Government reports are anything to go by, it appears that the worst is behind us; unemployment levels are dropping, businesses are growing and people are looking for new job opportunities. As any good business owner will know, quality employees will always be in demand and retaining quality retaining them is essential to the development of their business. But what if you find yourself losing your top talent? What has motivated them to search for pastures greener and how can you stop the outflow? Funnily enough, it usually has very little to do with money. Here are five of the top reasons quality employees quit.

1.       They Don’t Feel There Are Growth Opportunities

Whether it is in terms of promotion or learning new skills, employees may feel that they are not advancing in their career. Personal growth can be a strong driver, especially for younger employees who are looking for training opportunities and ways to differentiate themselves from the larger pool of fresh executives.

Other times, employees may feel frustrated in their current role and feel that they have reached a ceiling on how far they can advance within a company. In such situations they will seek out opportunities at other companies where a more senior role is available.

The Fix: Establish a clear learning and development programme for your staff that provides opportunities to enhance and expand their skillset. A more qualified, satisfied employee can only be considered a more valuable asset to your company.

Equally, detailing a career path for your employees by identifying the skills and qualities necessary to advance to a higher level will motivate to work towards a promotion. Regular appraisals paired with effective communication will help them identify the areas that need to be improved if they are to achieve their goals.

2.       They’re Not Feeding Their Passion

Employee satisfaction is about much more than their salary. They need to be passionate, or at least actively interested, about the job they do. Nobody wants to be bored at work. Too often employees are assigned to tasks and positions that they have no interest in. Your employee applied for a job because what was outlined in the job spec appealed to them. If it turns out that the job they’re doing doesn’t relate to what they thought it would be, you wind up with a frustrated employee that eventually burns out or leaves.

The Fix: Set clearly defined roles for your staff and ensure that the role is suited to their individual strengths, where they will be challenged, engaged and excited about what they do. If a situation does arise where they must take on some extra responsibilities that are completely different to their area of expertise – be it due to understaffing or a lack of budget to invest in more people – be sure to communicate the issue to them, expressing your appreciation for their flexibility and providing an end date that they can work towards.

3.       They Fee Unappreciated

Unlike you, your employees do not come into work with the company’s balance sheets in mind. Most of them do not see themselves as being there to increase revenues and profits. They are there to work for you, their employer, and to carry out their role in making the business work. If they feel that they are not being recognised for the hard work they do for you then they will eventually stop doing it or move onto another company where such effort is acknowledged and rewarded

The Fix: Develop effective employee relationship strategies. Communicate with your staff regularly and find out how they are doing both in- and outside their job. Most importantly, don’t be afraid to praise good work and acknowledge when someone exceeds expectations.

4.       Lack of Autonomy

Trust is a huge factor for any employee. They want to know that they can trust you to manage the business that pays them but the best employees also want to know that you trust them to carry out their job professionally and autonomously.  You’re worst people are probably happy to have you standing over their shoulder, checking everything is done correctly. However, this will drive you’re most talented employees to madness. If your employees feel that you don’t trust their work, it will not be long before your proofing their letter of notice.

The Fix Autonomy and independence are traits and characteristics that you must encourage in the work place. As an employer you can only provide an environment that encourages such things but it is up to each member of staff to embrace it. One way to help create such an environment is to develop a culture of accountability, where employees own and execute their duties and thus are more empowered within their roles.

5.       They Feel Redundant

As I mentioned before, employees need to be passionate about the work they do. They also need to believe that there is a value in the work that they do and that their role is important to the functioning of the company. Failure to fulfil this need results in a sense of disillusionment that quickly turns into disengagement and poor performance.

The Fix: It is important to sit with each reporting employee and the value of their job and contribution to achieving the business’s overall strategy, showing them the relevance of what they do beyond their role and department.


The contents of this article are necessarily expressed in broad terms and limited to general information rather than detailed analyses or legal advice. Specialist professional advice should always be obtained to address legal and other issues arising in specific contexts.


0 Comments

HR Consultant Gillian Wrixon Joins the HR Department

28/4/2014

 
Picture
The HR Department is delighted to announce the appointment of its newest consultant, Gillian Wrixon.

Gillian has worked as a Senior Customer Service Manager managing large teams for companies such as Apple, Citrix, Creative Labs and Compaq. During this time she was exposed to all facets of HR and people relations such as Interviewing, Disciplinary Meetings, Coaching sessions, Performance reviews and Annual reviews.

She has a Post Graduate Diploma in HR Management and Employment Law and has trained as a Mediator."

David Bell, Managing Director of the HR Department comments; 'We pride ourselves on providing businesses throughout Ireland with the highest quality HR experts at an affordable price. Gillian's extensive experience in human resources bolsters the unrivaled standards we set for ourselves and I'm sure will prove invaluable to our clients in the future'.

    Archives

    February 2021
    January 2021
    December 2020
    November 2020
    August 2020
    July 2020
    June 2020
    May 2020
    April 2020
    March 2020
    February 2020
    January 2020
    December 2019
    November 2019
    October 2019
    September 2019
    August 2019
    July 2019
    June 2019
    May 2019
    April 2019
    March 2019
    February 2019
    January 2019
    December 2018
    November 2018
    October 2018
    September 2018
    August 2018
    July 2018
    June 2018
    May 2018
    April 2018
    March 2018
    February 2018
    January 2018
    December 2017
    November 2017
    October 2017
    September 2017
    August 2017
    July 2017
    June 2017
    May 2017
    April 2017
    March 2017
    February 2017
    November 2016
    October 2016
    September 2016
    August 2016
    July 2016
    June 2016
    May 2016
    April 2016
    March 2016
    February 2016
    January 2016
    December 2015
    November 2015
    October 2015
    September 2015
    August 2015
    July 2015
    June 2015
    May 2015
    April 2015
    March 2015
    February 2015
    January 2015
    December 2014
    November 2014
    October 2014
    September 2014
    August 2014
    July 2014
    June 2014
    May 2014
    April 2014

    Categories

    All
    Absenteeism
    Agile Management
    Anger
    Annual Leave
    Appointments
    Big Data
    Bullying
    Bullying In The Workplace
    Business
    BYOD
    Collaboration
    Communication
    Company Culture
    Compulsory Retirement
    Conflict Resolution
    Corporate Culture
    Covid 19
    Covid-19
    Cyber Bullying
    Data Protection
    Device Policy
    Digital
    Digital Transformation
    Disciplinary Procedures
    Discrimination
    Diversity
    Dress Code
    Emotional Intelligence
    Employee Benefits
    Employee Diversity
    Employee Engagement
    Employee Performance
    Employee Relations
    Employee Resignation
    Employee Retention
    Employee Rights
    Employee Wellbeing
    Employer Branding
    Employment Contract
    Equality
    Flexible Working Hours
    Freelance
    Freelancer Management
    Freelancing
    Gender
    Gig Economy
    Health And Safety
    Hiring Process
    HR
    HR Automation
    HRLocker
    HR Paper Work
    HR Performance
    HR Tips
    Human Resources
    Incentives
    Inclusion
    Independent Contractor
    In-house
    Innovation
    Intelectual Property
    Intern
    Jargon
    Just Culture
    L&D
    Leadership
    Learning & Development
    Long Term Illness
    Management
    Managers
    McDonalds
    Mediation
    Mentorship
    Millenials
    Motivating Staff
    Music
    Negative Employees
    Office Romance
    Onboarding
    Outsourced HR
    Paid Paternity Benefit
    Parental Leave
    Parenting
    Part Time
    Part-time
    Passive-aggressive
    Paternity Leave
    Paternity Leave Policy
    Pay Gap
    Pensions
    People Operations
    Poaching Employees
    Policy
    Problem Employee
    Productivity
    Profit
    Protected Disclosures Act
    Recruitment
    Redundancy
    Retirement
    Role Of HR
    Salary Transparency
    Sexual Harrassment
    Sick Leave
    Sick Pay
    Sick Policy
    Skills
    Skills Shortage
    Social Media
    Social Media Policy
    Staff Burnout
    Staff Engagement
    Staff Retention
    Staff Training
    Strategy
    Success
    Talent
    Talent Acquisition
    Talent Retention
    Team
    Teamwork
    Tech In HR
    The Jungle Book
    Training
    Trust
    Unfair Dismissal
    Vacation
    Whistleblower
    Work Arrangements
    Working Parents
    Workplace
    Workplace Bullying
    Workplace BYOD Policy
    Workplace Conflict
    Workplace Discrimination
    Workplace Harassment
    Workplace Health
    Work Related Stress
    Zero Hour Contract

    RSS Feed

HR Department, 49 Hollybank Avenue, Lower Ranelagh, Dublin 6, Ireland.
 
Phone : +353 87 852 7723
E-mail: [email protected]

Registered in Ireland under company number 348834

Testimonials

Fallon and Byrne

“As a medium –sized business, we could not justify having an in-house HR person. The HR department provided the perfect solution for us, giving us access to all of the expert advice we needed on an outsourced basis"

READ MORE!
Website by Chevron Studio