BrainTrust Query: Top 10 Ways to Guarantee Your Best People Will Quit
Through a special arrangement, presented here for discussion is a summary of an article from TLNT, a blog dedicated to human resource issues. The article first appeared in the April 2013 Humetrics Hiring Hints newsletter.
Here are 10 ways to guarantee that your best people will quit:
10. Treat everyone equally. This may sound good, but your employees are not equal. Some are worth more because they produce more results. The key is to treat them all fairly.
9. Tolerate mediocrity. A-players don’t have to or want to play with a bunch of C-players.
8. Have dumb rules. Great employees want to have guidelines and direction, but they don’t want to have rules that get in the way of doing their jobs or that conflict with the values the company says are important.
7. Don’t recognize outstanding performance and contributions. Remember Psychology 101 — behavior you want repeated needs to be rewarded immediately.
6. Don’t have any fun at work. The notion that work cannot be fun is actually counterproductive. Find ways to make work and/or the work environment more relaxed and fun and you will have happy employees who look forward to coming to work each day.
5. Don’t keep your people informed. You’ve got to communicate not only the good, but also the bad and the ugly. If you don’t, the rumor mill will.
4. Micromanage. Telling them what they need to do and exactly how to do it can nip creativity in the bud. Instead, motivate them by explaining why their job is important and ask for input on how it could be done better.
3. Don’t develop an employee retention strategy. Employee retention deserves your attention every day. Make a list of the people you don’t want to lose and, next to each name, write down what you are doing or will do to ensure that person stays engaged and on board.
2. Don’t do employee retention interviews. Avoiding this practice will find you conducting exit interviews instead to see what you could have done differently.
1. Make your onboarding program an exercise in tedium. Employees are most impressionable during the first 60 days on the job. Every bit of information gathered during this time will either reinforce your new hire’s "buying decision" (to take the job) or lead to "Hire’s Remorse."
The biggest cause of "Hire’s Remorse" is the dreaded Employee Orientation/Training Program. Most are poorly organized, inefficient, and boring. Key management should get involved on the first day and make sure the orientation delivers and reinforces these three messages repeatedly:
A. You were carefully chosen and we’re glad you’re here;
B. You’re now part of a great organization;
C. This is why your job is so important.
What poor management practices or tendencies have you most frequently seen that cause retailers to lose their best associates? Which of the principles listed above do you find most instructive?