It’s truly unimaginable how regularly you hear managers grumbling about their best employees leaving, and they truly do have something to whine about—couples of things are as expensive and problematic as great individuals exiting the company.

Managers tend to blame issues on everything else everything under the sun while disregarding the core of the issue: individuals don’t leave jobs; they leave managers.

All that is required is another point of view and some additional exertion on the manager’s part.

To begin with, we have to comprehend these two terrible things that managers do result in great employees taking a hike.

Overworking People

Nothing burns great employees out like overworking them. It’s so enticing to work your best individuals hard that managers every now and again fall into this trap. Overworking great employees is confounding; it influences them to feel as though they’re being rebuffed for doing something wrong. Overworking employees is also counterproductive.

Should you expand how much function your talented employees are doing, you would be wise to build their status also. Talented employees will go up against a greater workload, yet they won’t stay if their job chokes out them all the while. Raises, advancements, and title-changes are for the most part worthy approaches to expand workload. If you just double the workload, without changing a thing, they will look for another job that gives them what they merit.

Failing to Say ‘Well Done’

It’s anything but difficult to think little of the power of a pat on the back, particularly with top performers who are characteristically motivated. Everybody likes credit, none more so than the individuals who buckle down and give their everything. Managers need to communicate with their employees to discover what they appreciate (for a few, it’s a raise; for others, it’s open acknowledgment) and after that to remunerate them for a job well done. With top performers, this will happen frequently in the case that you’re doing it right.