Why People Quit Their Jobs—Keep Your Top Talent with Employee Recognition Programs

July 09, 2013
Why People Quit Their Jobs—Keep Your Top Talent with Employee Recognition Programs
As an HR professional or manager, employee retention is likely one of your top concerns. At the same time you are aware of a daily reality - there is always another task that needs your attention. Because of this you cannot give employee retention the attention it deserves. Do not let this happen or you risk finding out too late that your best talent has moved on.
 
Innovative individuals may quickly sign on to come aboard your company, attracted by the perks and work culture and a new challenge. But after the probationary period has lapsed, what are you doing to keep these valuable assets engaged and inspired? If you do not know the answer to this question, you are likely committing one of the top employee retention no-no’s.
 
Here are some main factors that have been reported by employees who recently left their jobs:
 
They lack direction – If you do not have a vision, you will not be leading your team to bring something to the world. A vision needs to be seen and heard, otherwise boredom will become the order of the day and the result will be a letter of resignation.
 
They are bored – It has been recently reported that boredom is the new workplace stressor. According to psychology professor Sandi Mann, of the University of Central Lancashire, more and more workers feel as if they are not contributing to their workplaces in a meaningful way. Being present in this type of environment 8 hours a day, day-in and day-out, will drive a person to act out - and eventually quit.
 
They are stressed – Boredom is only one of the stressors in the workplace. Tough economic times have caused companies to downsize resulting in many employees performing the work of two people without additional compensation. These are unsustainable expectations and practices and will drive away your most capable staff members.
 
They miss their friends – Great talent can act like lemmings. They derive their inspiration through working around other creative and motivated people. They also do not like to be aboard a sinking ship. When you lose a great leader or inspiring employee, be prepared to see a line form for the lifeboats.
 
They want to be held accountable – A positive stressor you can inject into the workplace is holding your top people accountable, showing that they are being noticed and their efforts evaluated. The other side of the coin reads: apathy breeds apathy.
 
Demonstrate to your employees that you are concerned about their performance and future development in a tangible way by developing an employee recognition program. With decades of experience in employee motivational skills and tactics, Williams Recognition offers their expertise in administering programs that will keep your top talent where it should be: on top!
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