Why Great Employees Quit ‘Good’ Jobs
How many times have you told yourself that you will start as soon as you get ‘x’? If you are this kind of person, unfortunately ‘x’ is any number of things because you will ALWAYS have a reason to not start. And yet the formula to getting things done/achieving your goals is simply starting. Just do it, as the good (expensive) people at Nike say.
How many times have you told yourself that you will contribute to a charity? Related, 40 Days Over 40 Smiles Foundation is hosting a fundraising rugby event, #Bantwala7s, on 8th September, at Legends Grounds, in case you are looking for a place to start.
How many times have you let an opportunity pass you by because you are not ready? Related, Boundless Minds has an accelerator program for university students. If you are one, or know one, be as if.
Studies (that I am too lazy to hyperlink) show that human resources (employees) are the most important resource for any organization. Going by said studies, it is paramount that employees are treated with the care and respect that they deserve. Because computers and machines can’t run themselves. That is until the machines take over, and are able to run themselves. Until then, employees in any organization are IT.
I know a number of business owners who will swear on their lives that they will improve the working conditions/environment in their organizations as soon as they get ‘x’. Whether it is making profits, or getting donors, or winning grants, you name it, I don’t think it is the solution or path way that they are waiting for. Naturally, because of my big mouth, I have mentioned this but I guess it got lost in the wind.
Which is why I am here. Not to say that this won’t get lost in the wind, but I am optimistic.
There are studies (still not gonna link them) that show that great employees more often than not leave ‘good’ jobs, and that is what this post is about. As a great employee, that has left some good jobs, I would like to share a potential perspective to employers who are struggling with a high employee turnover.
- Job Security: The duration of probation plays a big part in whether people decide to accept job offers. No offence to employers, but the probation period is a good indicator of whether I may or may not have said job. Also considering that some employers don’t give employees access to job benefits before the end of the probation period, it is mostly considered wasted time.
- Insurance: This goes closely with job security. Insurance, be it health insurance or NSSF, is a major determinant of whether an employee will choose to stay with you. Every time your employees are out and about interacting with peers who have things that they don’t, they are thinking twice on whether they should stay with you.
- Reward System: If an employee figures out that they will not enjoy any particular benefit as a result of good performance, they are less likely to continue with said performance. No matter how small, it is advisable to reward employees for good performance. Rewards can vary from promotions, to salary raises, to chocolates at the weekly status meetings.
- Celebratory Moments: Whether it is celebrating birthdays, or public holidays or festive seasons, recognizing that these are special days either by declaring them day offs, or compensating employees for working on said days.
- Personal Development: Do you have deliberate efforts in place to improve your employees’ development? These may or may not be related to the job, but will propel them personally. This includes leave, both study and annual, premium courses paid for by the organization that employees have access to, among others.
- Respect in the work place: The year is 2018, and it seems odd that we actually have to spell these things out, but here we are. Whether it is supervisors who shout at their juniors, or management who are forever throwing the junior under the bus, or employees who harass their colleague, it makes it difficult to stay at a job, no matter how ‘good’ it is. As an employer, you probably know those problematic individuals, and if you don’t, you should.
- Good pay: I put this last because it features all over the place, but it is still a factor on its own, especially if all the above are absent.
Because I am no expert on the subject, it goes without saying that there are more areas of interest that are relevant to reducing the turnover of great employees from good jobs.
Here’s to employers making more conscious decisions that benefit their employees, and employees shaking tables when they don’t.