In previous posts we explored reasons why most good employs leave. If you missed out on those posts you can find them here, and also here. In this post we look at more factors you should eschew to keep your best employees with you.

Restricting People from Pursuing their Passions

It turns out that most talented employees are also passionate people. Offering opportunities for them to pursue their passions enhances their productivity and job fulfillment. However, many managers want to box people in a corner. These managers are anxious that productivity will wane if they let people extend their focus and chase their passions. This fear is unsubstantiated as studies demonstrate that people who pursue their passions in the workplace experience flow, an ecstatic state of mind that is much more productive than the norm.

Failing to Develop People’s Skills

When managers are questioned about their lack of attention to employees, they try to make excuses, using such terms such as “trust,” “empowerment” and “autonomy”.

This is absolute rubbish. Good managers ought to manage, no matter how talented the employee is. They pay apt attention and are consistently listening and providing feedback.

The most talented people also desire feedback; undoubtedly more so than the less talented ones, and it’s the manager’s job to keep it flowing.

Failing to Engage Their Creativity

The most talented employees attempt to improve everything they touch. If you withdraw their capacity to improve things because you’re only comfortable with the status quo, this could make them hate their jobs. Caging up this instinctive desire to create not only confines them, it confines you.

As a Professional Employer Organization, Sullivan Taylor Company empowers managers to outsource organization of finance, HR, representative advantages, and specialists’ remuneration giving our clients more opportunity to focus on running and developing their business. For more about Sullivan Taylor Company or to talk with an agent, get in touch with us today.