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Why good employees leave your organization?

Guest post by: Gireesh Sharma

Article Overview: Talented employees leaving their jobs is an alarming development for most organizations. This article explores the empowerment of managers in arresting this trend.

Why good employees leave your organization?

Attrition of Talent Talented employees leaving their jobs is an alarming development for most organizations. This article explores the empowerment of managers in arresting this trend.

Do we have the answers?

• Are we using the right processes to identify new hires?
• Do we know why our employees leave our company?
• Are managers given tools to identify talent and reward performance? Do they have the skills to use these tools?
• Do we have a system to develop potential?

Views & Reviews Right candidate for the right job. One important aspect of hiring is in defining the job responsibilities of the new-hire.

• Do the hiring managers give adequate details on the job requirement?
• Are the line managers involved in the short-listing and interview process.
• Are the job-descriptions consistent and available to all people in the hiring process.

Without well defined job-descriptions that are available to all people in the recruitment process, it may be difficult to identify the right candidates. Most attrition happens because we try to fit a round peg in a square hole.

Offboarding. “No one utilizes my capability & capacity for work”, said one employee in an exit interview. In organizations where no process exists to manage Offboarding, there may be many such unnoticed employee separations.

HR Strategy. Most management teams are focused on increasing revenues & profits. While it is true that most organizations exist primarily for financial growth, it is important to realize that this growth is not sustainable without keeping a unified and integrated HR strategy in mind.

Tracking achievements. Employees are hired based on their past experience and track-record and it is assumed that they will do well in the new job. However, actual performance is a true test of their capabilities.

If you can’t assign goals and track achievements periodically, how do you differentiate between the performers and non-performers – and reward them appropriately? This may frustrate talented employees and they may look elsewhere – where they are appreciated more.

Planning Growth. Without capabilities to assign and track goals, managers cannot look at the performance of their reportees objectively.

• Employees cannot be counseled regularly and effectively.
• Performance evaluation tends to be subjective with primary aim being completion of the performance appraisal process.
• Development needs cannot be identified at line-manager level.
• It is difficult to launch schemes that recognize performers – such as Pay for Performance
• Training is not effective and does not map to required development needs.

In such a scenario, how do you plan the growth of high potential employees?

Our experience indicates that over a period of time those employees quit, who are not recognized adequately yet have the maximum capability to deliver. They perceive that their current organization can not offer them the challenges, growth & recognition matching with their career ambitions.

High performers leave because their aspirations for growth and recognition cannot be managed effectively.

EmpXtrack is a comprehensive product that can help you in identifying talented employees, managing their career and growth and consequently arresting attrition. For information on how we can help you visit empxtrack website

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Article Tags: Attrition, empowerment, hr management system, HR technology, jobs, Performance Management Software, talented employees, Web Based HR Sofware

About the Author: Gireesh Sharma RSS for Gireesh's articles - Visit Gireesh's website Presently working as a HR analyst and content writer. In this profile I need to research on best HR practices, understand how technology can help organization to improve performance of its human resources, optimize search engine to rank better in Google Search Results, write for the corporate blog, network with other HR professionals through various channels and develop one of the best on demand talent and performance management system- EmpXtrack. My Website: http://www.empxtrack.com My Blog: http://www.empxtrack.com/blog/ Our Products: EmpXtrack Performance Management EmpXtrack Professional Edition EmpXtrack Starter Edition EmpXtrack Recruitment Edition EmpXtrack Enterprise Edition   Specialties Talent Management System, Performance Management System, Human Resource Management, Technology in HR, Performance Driven Culture, Business Blogging Click here to visit Gireesh's website More from Gireesh Sharma CAN TECHNOLOGY IMPROVE EMPLOYEE ENGAGEMENT SAP ORACLE And The CLOUD Web 20 and SaaS for Human Resource Managers Writing SMART Goals also called KRAs from Job Descriptions Are Organizations Utilizing Employee Performance Appraisal Systems optimally

Related Forum Posts
And Commitment From Above... - In my experience in larger organizations, there is often a conflict between the training the sharp-end employees receive and that of the more senior managers. That sometimes means the employees feel 'done to', and don't have the belief that their bosses will be on board too. That means they feel pretty disgruntled about the organization too and higher leaving/absence rates can be the more obvious symptoms, with deeper resistance, even sabotage being quite possible too. For example, sending a bunch of employees on a gung-ho selling skills programme (with a fancy lunch included), is incongruous with not getting their pay check right or management not building good relationships with their people. The key here is understanding what training will help employees deliver the needs of the business as well as ensurinjg it is of value and in context for the individuals too. If it's not a win-win (in the bigger picture of their workplace experience too), it's just not going to fly. Sending someone on a training courtse is not a 'fix-it' for all that ails an organization.
Re: Finding AND Keeping Good People - Employee retention or as you mention “Keeping the Good People” is one of the biggest challenges for any growing business. It takes a huge effort from the entrepreneur’s end. I can come up with the following when it comes to KEEPing the good people- 1. Motivation of the employees 2. Recognition of the needs of the employees 3. Activities to make the employees feel valuable towards the organization 4. Make benefits more accessible 5. Offer profit sharing incentives 6. Create clear career paths at the company 7. Consider telecommuting, job sharing and other flexible working arrangements 8. Incentives are essential and they don't have to be huge 9. Have other managers praise an employee's work 10. Be sensitive to the balance between work and private life
Best Practices For Your Organizational Goal - The HR Strategy outlines the future planning of HR management or processes and with it brings several benefits and in large brings the clarity in vision of the position HR in the organization. HR strategy & responsibilities define the procedure to hire and retain the best talents from the job market. HR management hires the right person the first time and offers them an on boarding process that will successfully and efficiently integrate them into your culture and start them on a path of dedication and productivity.These also help in developing employees in the organization as a business grows and stay successful.
Re: Should you hire ambitious workers or employees with no goals - [quote="BuzzAroundBooks":2ijq3b5e]As a small business owner, should you hire ambitious workers or employees with no goals? My friend's father is a relatively successful entrepreneur and it's his belief that you should primarily hire employees with no ambition because you can get away with paying them less and they're less likely to leave (thus saving you money from a high turnover rate). "Grunts" are the way to go, even though ambitious workers are typically smarter. What do you think?[/quote:2ijq3b5e] I say YES to hirin employees with no Goals!!! they make great "front-line" employees as long as you have carefully documented your process for them to follow. They typically are open to perform routine administrative tasks and they work for a much lower wage. I know what I've said is pretty gloomy but it's reality from my experience. Occasionally one of the "employees with no goals" will stand up and say, "I love working here". You pluck these individuals and promote them to tasks which require more decisions.
Should you hire ambitious workers or employees with no goals - As a small business owner, should you hire ambitious workers or employees with no goals? My friend's father is a relatively successful entrepreneur and it's his belief that you should primarily hire employees with no ambition because you can get away with paying them less and they're less likely to leave (thus saving you money from a high turnover rate). "Grunts" are the way to go, even though ambitious workers are typically smarter. What do you think?

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