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7 Great Ways to Get Your Best People to Quit

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How do you ensure your best people remain, stay engaged, and committed to doing great work at your organization? This SlideShare shares seven missteps that could drive your best employees out the door and tips to make sure that doesn't happen.

Published in: Career
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7 Great Ways to Get Your Best People to Quit

  1. 1. 7 GREAT WAYS TO GET YOUR BEST PEOPLE TO QUIT I’M OUT OF HERE!
  2. 2. Many companies invest a tremendous amount of time, energy, and resources to attract top talent. But what happens next? How do you ensure your best people remain, stay engaged, and committed to doing great work at your organization? HERE ARE SEVEN MISSTEPS THAT COULD DRIVE YOUR BEST EMPLOYEES OUT THE DOOR AND TIPS TO MAKE SURE THAT DOESN’T HAPPEN.
  3. 3. 1. MAKE MEDIOCRITY THE STANDARD Set high standards for your employees, Don’t downplay company values and missions. Instead, set high standards for your employees. Help them understand the expectations you have for them. Furthermore, help them understand you expect their best work. VALUES + MISSION
  4. 4. Managing also means knowing when it’s our job to actively do nothing. It means knowing when to step back and allow your people to be all they can be—with big ideas, fresh perspectives, and sometimes a spicy and unexpected flare. Great managers are the ones who know just how firm their grip needs to be. —Todd Nordstrom http://blog.octanner.com/leadership/the-classic-over-squeeze-its-not-just-about-tacos
  5. 5. 2. TREAT EVERYONE THE SAME Your employees are not equal. Some perform better and are more valuable than others. Instead of treating them equally, try treating them fairly. This will also lead to more personal and meaningful employee appreciation. http://www.ragan.com/Main/Articles/Top_10_ways_to_ensure_your_best _people_will_quit_47779.aspx #1
  6. 6. As a boss, it is important to keep your eyes open, in order to ensure you notice who in your office is taking on the most or producing the best work. This doesn’t necessarily mean those who arrive earliest and leave latest but rather those who are fully committed to the objectives of your company. All it takes is a simple thank you or email to say, ‘I recognize your effort and I appreciate it.’ Your employees will be glad you did. —Richard McMunn http://blog.octanner.com/appreciation-2/how-to-use-appreciation-to-boost-employee-morale
  7. 7. 3. HAVE LOTS OF RULES Rules give structure, but too many rules—especially when they demonstrate little trust—lead to unhappy employees. No one likes to work with someone constantly looking over their shoulder. Ask yourself what purpose these rules are serving. If they are to micromanage, you might be looking at a loss of productivity. Make sure your rules don’t undermine or inhibit your team’s ability to do great work.
  8. 8. 4. DON’T RECOGNIZE GREAT WORK People want to feel valued for the difference they make. Call out and appreciate great work as it happens. This will inspire more great work. GREAT JOB!!!
  9. 9. People have a fundamental human need to feel valued, heard, and appreciated – particularly when they feel they’ve done a great job. —Scott Span http://blog.octanner.com/engagement/5-ways-to-increase-employee-retention-and-reduce-turnover
  10. 10. 5. DON’T ALLOW ‘WEIRDNESS’ AT WORK Make work a place they enjoy. Happy employees don’t quit their jobs. In addition to fun events and perks, make the office ‘weird.’
  11. 11. Our company culture is what makes us successful, and in our culture, we celebrate and embrace our diversity and each person's individuality. We want people to express their personality in their work. To outsiders, that might come across as inconsistent or weird. But the consistency is in our belief that we function best when we can be ourselves. We want the weirdness in each of us to be expressed in our interactions with each other and in our work. —Zappos http://about.zappos.com/our-unique-culture/zappos-core-values/create-fun-and-little-weirdness
  12. 12. 6. UNDERCOMMUNICATE Though you might think it’s for their own good, instead, help your employees stay up-to-date by keeping them involved. Leaving your people in the unknown dark will leave you wondering where they all went. Though you might think it’s for their own good, instead, help your employees stay up-to-date by keeping them involved.
  13. 13. 7. LET CAREER GROWTH JUST HAPPEN The employees you really like—the ones you need, what are you willing to do to keep them? When they walk into your office with offers elsewhere, how will you convince them to stay? Make sure you have career development programs where employees can see their future and create specific goals for them.
  14. 14. When your employees see there is room to advance their career within your organization, it speaks volumes. Discover the skills and talents the different members of your crew possess beyond the obvious, and find ways to develop those skills for future use in your business. When you have a stellar team member, help invest in the training they need to advance as your company grows. —Cheryl Snapp Conner http://blog.octanner.com/editor-picks/the-many-new-ways-to-empower-great-employees
  15. 15. AS YOU EVALUATE YOUR OWN COMPANY, MAKE SURE TO KEEP THESE SEVEN MISSTEPS IN MIND SO THAT YOU CAN KEEP AND ADD MORE GREAT EMPLOYEES TO YOUR ORGANIZATION.
  16. 16. JOIN OUR COMMUNITY For more tips on building a great work culture, join our community.
  17. 17. O.C. TANNER AND THE O.C. TANNER INSTITUTE O.C. Tanner, a 2015 Fortune 100 Best Places To Work For company, helps the world’s best organizations create great work environments by inspiring and appreciating great work. Thousands of clients globally use the company’s cloud-based technology, tools, awards, and education services to engage talent, increase performance, drive goals, and create experiences that fuel the human spirit. The O.C. Tanner Institute regularly commissions research and provides a global forum for exchanging ideas about recognition, engagement, leadership, culture, human values, and sound business principles.

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