You hire a great candidate and dream of him turning out to be a top performer, which he eventually does. Despite having great talent, if an employee loses passion for the job he does, he will be of no worth for the organization. A man needs to enjoy what he does, and if you have an employee who simply loses interest in his job, then the first thing on his mind would be to look for something better.

1. Five Reasons Your Top
Employees Leave You
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2. Retention! Retention! Is there
a mantra for retention?
Unfortunately not.
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3. You hire a great candidate and
dream of him turning out to
be a top performer, which he
eventually does.
While you think all is well, his resignation lands in
your inbox.
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4. HOW? WHY? WHAT’S
WRONG?
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6. Read on to know the top
five reasons great employees
leave their organizations.
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7. 1. They are just bored
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8. It could be that an employee is
simply unchallenged by the work.
O Despite having
great talent, if an
employee loses
passion for the job
he does, he will be
of no worth for the
organization.
O A man needs to
enjoy what he does,
and if you have an
employee who
simply loses
interest in his job,
then the first thing
on his mind would
be to look for
something better.
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9. It’s only natural!
An HR manager needs to ensure that each employee
is challenged, engaged and excited about the work.
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10. 2. No motivation
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11. There are extrinsic and
intrinsic motivators.
O Extrinsic motivators
at a workplace
involve cash
bonuses and other
such carrot and
stick rewards.
O Intrinsic motivators
are the motivators
that inculcate an
internal desire to do
a good job or to
create an awesome
product.
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12. In a modern workplace, extrinsic
motivators are less effective but
most relied on. Financial
compensation is not a sufficient
incentive for retaining great talent
or for ensuring productivity.
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13. 3. Independence
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14. Yes! People fight for it.
Independence and autonomy.
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15. These aren’t something your
organization can give to your
employees. But rather, these
are characteristics that
employees need to pursue.
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16. A good HR manager is
responsible for providing the work
environment that enables the
employees to act independently
and autonomously.
And it’s the responsibility of the
employee to act independently
and autonomously.
. It is essential to develop a
culture of accountability in an
organization.
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17. Through this, employees are
empowered to own their
responsibilities and execute them
in the best manner. If this
empowerment is lacking,
employees are most likely to leave.
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18. 4. Manager trouble
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19. It’s already very popular that
people don’t quit their jobs,
they quit their managers.
When there are low retention rates, the management
is the first area that requires troubleshooting.
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20. If the immediate manager of an
employee does not cooperate with
him, does not develop his confidence,
does not trust him, or simply doesn’t
recognize his performance, he will
run, surely!
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21. 5. Bleak future
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22. ‘Career advancement’ is the
keyword. No employee would
like to be stuck in a job role for
years.
Employees always look forward to advancing their
careers and if they find no future in the job, they won’t
stay in it for long.
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23. It is essential to create career paths
that are well understood by
employees.
O They need to know
how they can move
vertically or
horizontally on the
career paths of the
organization and
exactly what they
need to do to
achieve this.
O HR managers need
to make it crystal
clear for employees
on how they can
advance their
careers in the
organization.
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24. To retain good employees, stay in touch
with their thought process. Constantly
review whether or not they are happy with
their work, are their needs for meaningful
and challenging work being met, is their
work given sufficient recognition? Make
amends for problem points. After all, talent
doesn’t grow on trees! So retain it.
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