How Organizations Fail to Keep Competent and Well-motivated Employees
- Chrysanthi Sophia Karampetsi
- Jan 24, 2017
- 4 min read
I was hired for my exceptional skills and then I couldn’t find a room to grow. They did not recognize my efforts. Well, they gave me more money and bonuses, a “transparent” and an organized system to work, but they forget to invest in me, to keep their promises of the great potentials this job had to offer…
Recruiters will do their best to recruit and train the most skillful, intellectual and effective employees. They will try to find those employees that have exceptional interpersonal competencies (active and empathetic listeners, team players, innovative and out of the box thinkers), leadership competencies (provide effective, constructive feedback, evaluate their own performance and performance of others), organizational competencies (be well-organized, meet deadlines, follow procedures) and self-management competencies (be flexible, ready to adapt to daily changes, accomplish organization’s goals).
And after a short period, where they have successfully found those people and invested time and money on hiring and training them, they lose them.
Why do employees quit, although they have an effective working environment?
1. Organizations fail to provide a development path
"People work for money but go the extra mile for recognition, praise, rewards and opportunities of job growth and development….”
Have you ever considered to look how many employees have successfully developed within the company in comparison with those they haven’t or how many applications have been rejected from those that they have been in the same position for a long time?
While people will try to do their best to learn new skills and look for new opportunities within the company, it’s crucial for a company to give them a clear development plan to progress and have something to anticipate. Although I strongly believe that we need to have a clear action plan by ourselves without waiting for others to help us, however, it is essential that your employee feels that he has someone who believes in him and his abilities. If employees feel that no one cares about them or their contribution to the company is minor, they will not work with the same enthusiasm, will be isolated, lose productivity and will look for new opportunities in new companies. A lot of skillful and talented individuals will shortly quit if they feel trapped in dead-end positions.
Have you ever thought, why your employee, although promising, after a while turns over?
2. Organizations fail to provide constant and adequate skills training
"An investment in education pays the best dividends."
At a certain point, your employees will master their job, as the procedures, even with adjustments, are the same. By training your employees, you motivate them to do something new, they will not get bored with the daily routine, be challenged again and feel empowered. Moreover, they gain a great insight into the business and they will easily adapt to new challenges of the company. An organization that fails to invest in employee’s potentials and trains his capacities, is failing to invest in her future. Developing and training employees through skills training programs is a key strategy for keeping employees motivated. Automation doesn’t increase productivity, productivity increases with a skillful workforce.
3. Organizations fail to give the freedom for employees to make decisions
“Freedom is the opportunity to make decisions...”
Employees are looking for working environments where they have the freedom to express their ideas, to have the authority to control and improve their daily job. Employees have the need to feel appreciated, to provide feedback and change unsuccessful procedures. A successful and efficient organization invests on the well-being of her employees, empowers them to take decisions and solves problems without being afraid that they will be rejected. An employee that can express his ideas and dissatisfaction freely will adapt to the change faster and will work for the organizational growth.
4. Lose trust on the values and promises of the company
“Trust is the glue of life. It’s the most essential ingredient in effective communication. It’s the unconditional principle that holds all relationships.”
Trust is an essential and fundamental element of an efficient and harmonious workplace. By providing promises in the short-term while you forget them in the long-term has a negative impact on employee engagement.
A company cannot form solid relationships where inconsistencies and failures flourish. In a working environment based on trust, employees feel respected and valued, are more engaged and satisfied. A company that fails to be open and honest who promises things that cannot keep will suffer from employee turnover. Companies need to communicate honestly about the company's prospects and the future of the people’s jobs.
5. Lack of coaching and poor management
“If you pick the right people and give them the opportunity to spread their wings—and put compensation as a carrier behind it—you almost don’t have to manage them."
Even if we have the most skillful workforce, a bad relationship with their direct manager will turn employees away. People might deal with high pressure and deadlines, but they cannot cope with negative and uncomfortable relationships. Ineffective managers due to bad work dynamics cannot provide any constructive and supportive feedback and they will embed the professional growth of the employee. A successful company needs to constantly evaluate not only the employees on the lower level of hierarchy, but also their managerial staff.
Good organizations create a climate for team members to step forward and thrive. If employees are properly managed, feel appreciated for their work, trust their company, are involved in decision-making, then will likely be productive and engaged in the long-term.
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