The Hard Truth: Employees Will Leave the Company
One of the challenges in the business cycle is when a valued employee hands in resignation. This disrupts workflows and increases workloads for the remaining staff. When the best employees leave the company, it can feel like a significant setback. Employees will inevitably leave the company, no matter how much effort is put into retaining them. This is a hard truth that all business leaders must face.
The departure of employees, particularly top performers, creates a perception problem for some business leaders. You may question an investment in employee development or nurturing a positive company culture. If employees are going to leave regardless of these efforts, why bother? This mindset leads to a reluctance to invest in creating an engaging and supportive work environment. When the company fails to prioritise employee development, the workers become motivated to seek opportunities elsewhere.
Why Employees Leave
It is easy to assume that employees leave because of dissatisfaction with their work environment. It plays a significant role in employee turnover, but it is not just that. There are other reasons why employees decide to move on.
Personal Needs and Life Changes
Employees are individuals with personal lives and needs. Life events such as starting a family, relocating, or pursuing further education can lead employees to leave even the most supportive work environments. These decisions are often driven by personal priorities rather than dissatisfaction with the company.
The Pursuit of New Experiences
Sometimes, employees leave simply because they want a change. The desire to explore new industries, take on different challenges, or work in different environments can be strong motivators. These decisions are a natural part of an individual’s career journey.
Accepting that the best employees will leave the company at some point is a critical part of managing a workforce. Make them leave for a good reason.
Some departures end on a sour note. Employees who leave under negative circumstances may carry bitterness with them. This can lead to burned bridges and damage to the company’s reputation. Former employees share their negative experiences with others. According to Glassdoor, 86% of employees and job seekers will research company reviews and ratings to decide where they want to apply for a job. Such situations are detrimental to the company’s ability to attract new talent. You know this can also affect your products and services.
What to do before employees leave the company
The focus for companies should shift from trying to prevent departures to managing them effectively. The goal should be to create an environment where employees feel valued and supported during their stay. They go in peace and remain positive about your brand when they leave.
Stop bombarding the best employees
It is tempting to give many tasks to top performers. This can be a turn-off for some people especially when they experience burnout. What about the other employees? What if the best employees are not available? Assist them in delegating effectively. Train the other employees and extend some aspects of the tasks to them. This prepares them to meet business needs when the top employees are not around.
Invest in employee development
Even though some employees will eventually leave, investing in their development is crucial. Provide opportunities for growth to boost productivity and achieve business goals. Employees who feel that their employer is committed to their growth are more likely to speak positively about the company, even after they leave.
Respect
A healthy work environment, where employees feel respected, recognized, and engaged, is essential. You should be intentional about creating a culture that promotes collaboration, innovation, and respect. Every human wants to feel important. Give them that experience, and most will give their best and say good things when they are out.
Open communication
Feedback sessions and transparent communication channels contribute to addressing issues before they lead to employee departures. Lend your ears to employee concerns and act on them. Update your people when there are changes to keep them assured. This shows that the company values its workforce.
Celebrate departures
When employees leave, especially on good terms, companies should celebrate their contributions. Host farewell events, give thoughtful send-offs, and stay in touch to turn a departure into a positive experience for everyone involved. This approach helps maintain strong relationships which can positively impact future employees and the overall brand.
View this as a natural process of the employment lifecycle when the best employees leave the company. Accept it and create a work environment where employees can thrive during their time with the company and leave with their heads held high.
