It’s pretty incredible how often you hear managers irritable about their best workers leaving so that they can get HR certificates, and they really do have something to complain about—few things are as costly and troublesome as good people walking out the door if they have done HR courses.
Managers tend to blame their turnover problems on everything under the sun, while ignoring the core of the matter: people don’t leave jobs; they leave managers.
The sad thing is that this can easily be avoided. All that’s required is a new viewpoint and some extra effort on the manager’s part.
First, we need to understand the nine worst things that managers do that send good people packing.
- OVERBURDEN PUBLIC
Not anything burns good workers out moderately like overworking them. It’s so attractive to work your handpicked people rigid that managers normally fall into this ambush and then can even get HR training. Overworking good employees is perplexing; it makes them feel as if they’re being punished for great presentation. Overworking employees is also counterproductive. New research from Stanford shows that output per hour declines sharply when the workweek exceeds 50 hours, and efficiency drops off so much after 55 hours that you don’t get anything out of working more.
If you must increase how much work your talented employees are doing, you’d better increase their status as well. Talented employees will take on a superior workload, but they won’t stay if their job suffocates them in the process to get HR certificate. Raises, promotions, and title-changes are all satisfactory ways to increase workload. If you simply increase workload because people are talented, without changing a thing, they will seek another job that gives them what they deserve.
- THEY DON’T RECOGNIZE COMTRIBUTES AND REWARD GOOD WORK
It’s easy to misjudge the power of a thump on the back, especially with top performers who are essentially annoyed. Everyone likes status, none more so than those who work hard and give their all on they can get HR certificates. Managers need to be in touch with their community to find out what makes them feel good and then to reward them for a job well done. With apex performers in the HR training, this will happen often if you’re doing it right.
- NO CARE TAKEN OF THE EMPLOYEES
This is very important and must factor to take care of the employees as it’s the main liability of the HR management. More than half of people who leave their jobs do so because of their connection with their boss. Elegant companies make certain their managers know how to balance being professional with being human. Bosses who fail to really think about will always have high earnings rates. It’s not possible to work for someone eight-plus hours a day when they aren’t personally involved and don’t cares about anything other than your creation defer.
- APPOINT AND SUPPORT INCORRECT GROUP
If the job of the HR manager to select correct personality for the company, who to give HR certificates. First-class, reliable employees want to work with compatible professionals. When managers don’t do the hard work of hiring good people, it’s a major demotivates for those fixed working together with them. Promoting the incorrect people is even poorer.
- DON’T LET PEOPLE REWARD THEIR EXCITEMENT
It’s the HR managers fault if any employee in the company excitement is reward because it may not like to other employees also. Brilliant employees are obsessive. Providing opportunities for them to track their passions improves their production and job liking. But many managers want people to work within a small package.
- DISAPPOINTMENT IN RISING PEOPLE’S PROFICENCY
This is the importance work of the HR manager that any of the employee in the company never gets any disappointment in the rising their proficiency. When managers are asked about their lack of concentration to employees, they try to excuse themselves, using words such as “conviction,” “self-government,” and “empowerment.” This is complete twaddle.
- DISAPPINTMENT TO ENGAGE THEIR ORIGNILITY
After having so many of experience, if one can’t get the work in which his or her ability is optimizing in optimum way they will disappoint from the organization and they will lose self motivation to work in such a company. The most talented employees seek to improve everything they touch. If you take away their ability to change and improve things because you’re only comfortable, this makes them hate their jobs.
Thus, the following were few reasons why employees quit their job. There are many personal and impersonal reasons also. In general, people leave their jobs because they don’t like their boss, don’t see opportunities for promotion or growth, or are offered a better concert (and often higher pay); these reasons have held steady for years.