However, that wasn’t always the case when I was a staff nurse. We would frequently have employees quit and often times people would refuse to take over time based on who was asking them to work. This is the sad reality of the work environment today.
The main reason many people leave jobs is due to poor relationships with their supervisors or managers where they feel undervalued and overworked. As a manager or a supervisor, how you show up for your employees can make all the difference. Are your actions building long-term employees or causing your co-workers to update their resumes?
Here are some common scenarios which send great employees running for their resume.
Top Reasons Why Good Employees Quit Their Jobs
#1. Not Feeling Connection
People long for connection in all areas of their lives. Considering how much time the average person spends at work, it makes sense for them to desire some connection with their “work family.” This doesn’t mean that you have to spend hours chit chatting about your lives, but taking time to connect, asking them how they are and just staying updated on how they are doing will go far in the long run.
#2. Feeling Devalued
Employees and managers are often ingrained with the idea that “everyone is replaceable.” However, a big part of feeling valued occurs when employees are aware that they add something to the company that no one else can. The simple act of acknowledging what each of your employees brings to the workplace is a simple way to increase productivity and longevity.
#3. High Expectations, Low Clarity
When you are looking for a particular outcome with a project, let your employees know what the end goal is. They are more likely to give you their best work when you communicate clearly with them.
#4. Self Importance
Recognition is not just for management, show your employees that they’re appreciated by you, clients, co-workers, and even executives. Managers who provide balanced rapport are able to have candid conversations, fix problems while they are still small, and have working relationships with employees.