Why do employees leave, and how to keep the best ...

The number one reason people leave jobs is because they fail to connect with their bosses as leaders and as people.

No one wants to burn a bridge with a boss they may need for a future job reference?

Leaders are personally accountable to acquire and retain the very best people. Effective leader must embrace a plan to retain the very best talent.

Emotional connections provide the fuel that greatly enhances retention. It is driven by the trust and development of individual team members. It starts with building emotional connections with each team member.

A manager should:

Meet and comminicate with the their teams families.

Have one on one casual meetings with employees.

Get the entire team together for Team Building.

Recognize employee achievments.

Employees should always feel managers have the time to communicate with them any time.

Personal differences shouldn’t play a role in the workplace, especially to the extent that they negatively impact others. Yet everyday people bring personal bias, personal beliefs, and personal expectations into work with them.

he exclusive clubs and cliques—and not the good kind of “exclusive.” No matter what the label, these are closed clubs that exclude.

Micro-managers who hire individuals with the right abilities to perform independently, then thwart that independence once he or she is on board.

workplace wardens that restrict access to upper management.

Career killers who neglect to see the potential in others, or choose to block their potential, whether consciously or not. Ideally, employees grow personally, professionally and even emotionally during their time with a company.

Inflexible company policies that can be a deal breaker in this new mobile economy. Again, this affects all levels of the org chart.

The never-ending workarounds that make for an unnecessarily tedious day. People aren’t typically afraid of hard work as a rule, but working harder than necessary is frustrating. Too many workarounds could be the result of funding constraints, rigid philosophies or the wrong tools and processes.