For a business to grow, you must remember that your team consists of more than just you and your needs. An employment relationship is where the employer remunerates an employee for the services they have provided to the business. If the employer is receiving a service that grows their business significantly, and the employee is receiving monetary gain together with professional growth, why does this relationship end?
Other than life events like moving away, switching careers or returning to studies, the decision to resign is usually influenced by external factors. This is why employers and managers should engage their employees on an emotional level. Have their needs been met? Are they happy? Are their career development and management relationships beneficial to them? Retaining employees does not always mean awarding raises, and although that is enough to make anyone smile, employees want to feel valued.
How are you doing?
This is not to say that the boss must be friends with their staff members — in fact, that would be mixing business with pleasure. However, the relationship between the two must be healthy and constructive. The boss is the one who envisions the business’s success. Expressing this vision openly with employees will put them on the same page, easing the need for you to micromanage due to lack of trust.
Passionate employees will always give their best because it is a time for them to showcase their abilities. Repetitive and unchallenging tasks drive employees out of the door in search for what will fulfil them. Employees want to feel that they are making a difference.
Oh wow, you’re good!
A little appreciation goes a long way, and while lack of gratification isn’t the force driving employees out the door, it could be the final straw that motivates it. An employee who is trusted with copious amounts of work well beyond the scope of their title will not stay or be empowered if they are under-noticed and underpaid. Effort recognition boosts morale and commitment.
This article is a general information sheet and should not be used or relied on as legal or other professional advice. No liability can be accepted for any errors or omissions nor for any loss or damage arising from reliance upon any information herein. Always contact your legal adviser for specific and detailed advice. Errors and omissions excepted (E&OE)