---

Guest post by: Martin Haworth Become an Author

Tweet

---

---

When we get great people, we need to put the effort in to keep hold of them. So often, the hard work we put in to develop someone; the time and energy (not to mention focused attention to detail) we expend whilst recruiting; can be reduced to rubble when we don't look after them, once we have them.

So, sometimes they go.

When they go for the right reasons - like they find a new job that lifts their career path beyond what's available with us - we can applaud their reasons and know, just know, that we could not have done anything to prevent the loss of this valuable asset.

It was time and that time was right for them to move on. It's a sign that we did a great job and we were able to utilize their tremendous value for the time they were with us. This is actually a time for positive celebration, as they move on to greater things.

There's another side to this. They sometimes leave for other reasons - and this need never happen at all.

Where managers don't keep a close eye (and ear) that their people are being served well by the organization and feel good about the place, the gap this leaves will precipitate losses of valuable employees for the wrong reasons.

The first one to depart - without that unique opportunity in front of them - is the clue. They will provide all the information necessary to learn fast when people leave, what it is that needs to be changed by you - the manager - so that this never need happen again.

The efforts that managers and HR make to get the right people in the team can fall apart, when these valued recruits feel unloved. This 'unloved' can come from the most basic issues that are not dealt with for them.

Any capable manager will make sure that these basics are always covered and, by forming a close relationship and asking, they will quickly get to know when their people are feeling unhappy. It's way too easy to blame the individual leaving for taking that step without provocation.

The best managers use this seemingly treacherous act to learn. They recognize that losing good people, apart from when they really cannot offer what the employee needs next as they evolve their career, is always attributable to them as the manager and make no excuses.

Losing your good people for negative reasons can always be avoided, as long as managers do enough. Too often the excuse will always be that it's the employee; the organization; the clients.

And usually it's manageable - by a capable manager.

Related Articles

  Winning Disguises the True Motivation to Compete
  Tough times challenge and bring out the best in us
  What Do You Need to Do To Move Your Sales Team To That Next Level?
  What Not To Say To Your Boss
  The Socialization of Energy? Surely not...!
  Losing vs. Not Winning the Sale
  Establishing Your Sales Objectives
  The Decent Thing to Do Is the Smart Thing to Do
  Rat-like Cunning - Intelligent Persistence, Singular Focus
  Practicality and Work Culture in Project Management
  Cruising for a Bruising - Or time for a Financial Management Course
  The hard part (one of them)
  The Value of Feedback
  Six Tips to Help Bring Out A Colleague's Inner Einstein
  Only one way to go from here
  Everything I Know About Business I Learned from Colonel Flagg
  Train Trainers on Team Building to Manage Three Responses to Conflicts
  Smart Habits – How To
  Simple Sales - Medical Sales Training
  Stop Saying “Work Smarter, Not Harder” and Great Things Shall Happen!

Related Forum Posts

Re: 365 Foolish Mistakes Smart Managers Make
No B.S. Time Management
LEADERS
Different Hats
Re: Search Engine Friendly Web Development

Share this article. Fund someone's dream.

Newsletter

Get advice & tips from famous business
owners, new articles by entrepreneur
experts, my latest website updates, &
special sneak peaks at what's to come!

Name:
Email:

Popular Articles

How To Improve Your CTA (Call To Action)

Assuming You Know THE Answer Can Limit You

Handling Angry Customers

Suggestions

Email us your ideas on how to make our
website more valuable! Thank you Sharon
from Toronto Salsa Lessons / Classes for
your suggestions to make the newsletter
look like the website and profile younger
entrepreneurs like Jennifer Lopez.