Top performers leave their jobs for a variety of reasons. This results in decreased productivity, revenue, and business success.
If top performers are leaving your company, you need to analyze the cause. Resolving the issue can encourage other employees to stay.
Discover some of the main reasons top performers quit their jobs and what you can do about it.
Expectations Not Being Met
Top performers expect competitive compensation, a retirement plan, health insurance, and paid time off. They also want a flexible schedule, goals, and recognition. Training, professional development opportunities, and merit-based rewards are important as well.
Ensure your employees are well-compensated, have work-life balance, and feel appreciated. This provides incentives to remain with your organization long-term.
Not Feeling Valued
Top performers tend to be significantly more productive than their teammates. This means they often take on more work when things get challenging. As a result, top performers’ contributions and results may go unnoticed or be taken for granted.
Provide your employees frequent recognition and rewards for their achievements. Also, tie your recognition to specific actions. Plus, keep your recognition in line with your culture to be especially meaningful.
Limited Professional Development Opportunities
Top performers desire career growth. This may include participation in seminars, conferences, online classes, or professional associations. The process requires encouragement, support, and recognition along the way.
Offer your employees training, coaching, and leadership opportunities that align with their abilities and future plans. This increases engagement and job satisfaction. It also shows you value the development of future leaders.
Lack of Feedback
Top performers want to know what they are doing well, what they can improve on, and how they can do better. Regularly improving their performance is one of their top priorities.
Give your employees feedback in real-time. This promotes engagement, productivity, and retention.
Failure to Follow Through
Top performers expect managers to be accountable for their actions. They need to follow through on the negotiated terms. This may include giving an employee a promised job title or honoring an employee’s agreed-upon salary and benefits. This helps maintain trust in managers.
Pay close attention to what you say to your employees. Always follow through on the actions you say you’ll take.
Lack of Professional Paths
Top performers need to see opportunities for career growth. They want to know they have a future with the organization. Top performers’ hard work and dedication need to lead to something bigger down the road.
Show that your company values internal promotions. This demonstrates that employee investment is a top priority.
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