Things That Drive Away Your Employee | Tulsa Staffing Company

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Things That Drive Away Your Employee by Trinity Employment, a Tulsa Staffing Company

As a staffing company, we are used to working wit so many different companies, with so many different management systems, so many different objectives, and different types of environments and cultures. It’s led me become wise as to what certain things attract employees and what certain things push them away. This little segment is going to be directed mainly toward the employer, and it’s going to be three different things that may drive away your employees. If you’re an employee watching this, I think that you can benefit from it too because you might want to ask yourself are you one of these three things in the company that you’re with. I’m going to go over some things here that generally drive employees away. If you’re going to be a company and you need to attract the most top-level talent you can, but when you do that if you don’t have the right type of system and culture in place, what you’ll end up doing is you will drive away your top talent and you will keep mediocre talent. That mediocre talent is going to attract more and more and more mediocre talent. They’re going to want to stay there, because they’re okay, or they operate well in a mediocre, not top-level performing environment.

Let’s take a look at these three things and see if we can’t help some of the companies out there. First thing is, and this is the reasons why employees leave, is because of a negative environment. Employees will notice this pretty quickly, and they tell us immediately. This is kind of an example of how it sounds. They’re like, “Listen. That environment there is horrible. It’s negative. The manager there just buys into the drama. It seems like there’s drama there everyday. That’s not a place that I would like to work, Cory. I wish … Can you find me something else with a different kind of environment?” Really generally, this is the type of employee that the employer has called us and said, “They are great. We love working with them.”

In the background, that employee’s putting on a positive type of a face, they’re putting on a positive type of demeanor in the office. That’s why the manager likes them so much, but in the background the other employees are just negative, and the manager is sometimes very negative. What happens here, and it’s really true, is we have turnover after turnover after turnover, and there’s really one common denominator. That’s the environment. If you want to attract and retain top-level talent, you’ve got to control your environment or what will happen is your environment will control you. You’re going to end up with B and C level players, and there’s not anything that you can do about it because your top talent’s going to leave. That’s the first one.

Second one is that the goals are set too high, or if they’re set up for some kind of commission, those goals are set too high and they realize early on that they’ll never meet those expectations. This is where this happens. Management has been so far out of line of working in those specific areas that they set expectations that are not realistic, and they are not set to motivate employees to be able to achieve them because they are set too high, or the commission structure is so confusing that the employees just don’t even understand it. The goals are so confusing that the employee doesn’t understand it. It is so important that you are clear and concise with your employees at what is expected. Then also, you are clear and concise about how they meet their expectations, or their goals, or their commission.

Then, it’s also clear at what the commission is if they meet this. A lot of employees leave, because they just don’t understand the commission structure or what’s expected of them. Don’t do this. You will lose your top-level talent, and it’s all because you’ve just been out of the weeds for a certain amount of time. It’s really important to get in there and make sure that your employees understand goals and expectations, and your commission structure if you have one set up. If you do those things, most likely the top talent will stay with you and not leave and go somewhere else.

The third reason that employees leave is because management does not accept blame for some serious issues that are happening in the company. A lot of times, the managers have no idea but the employees, all while the management is thinking everything is grand, the employees feel like their hands are tied, and there’s just no way to meet the objectives. It’s all because of the way that everything is set up. The management has put some type of unnecessary roadblocks and it’s tying the hands of their team. After awhile, the team becomes weary, and they just don’t trust management, and they don’t feel like they’re listened to, and they don’t feel like anything’s ever going to change.

What happens is, is the next time some recruiter reaches out to them and asks them, “Hey, would you be open to some other opportunity?” The first thing they do is answer, “Yes, please tell me about it.” You don’t want your top players doing this, so make sure that you make efforts to meet with your team and understand your team’s struggles, and make sure that you provide solutions to those and are not just ignoring them. When you ignore them, your top talent will leave and you’ll never know why. In conclusion, in Human Resources you know good and well that you get complaints almost in a daily basis, so you’re used to that. The thing that I want you to consider is that some of those complaints may be legitimate.

It’s really important to understand when a complaint comes to Human Resources to try to identify the employee that is giving it, try to go back and look at their history, and if they have a reasonable complaint, really consider it. A lot of times, Human Resources just get so used to complaints that the valid complaints that come in are ignored, and what ends up happening is the top-level talent just gets so frustrated and they end up leaving. If you’re in Human Resources before you’re in a leadership role, make sure that you identify the quality of your complaints, or the reliability of them. If they’re is any kind of justification for an employee coming to you with a complaint that needs to be addressed, make sure that you address it and make sure that you let your entire team know that you addressed it. If you don’t, slowly, one by one, they’ll leave and you you will not understand why your company is starting to suffer. It’s because the top-level talent throws you to the top and when you get mediocre, you’re going to stay mediocre and there’s no way you’ll be able to grow. Hope this helps you. Thanks.