In any company there are a few particularly valuable employees – those on whom you can rely, who will strive to do the job assigned by the manager blood and sweat.
But sometimes these employees unexpectedly put the letter of resignation on the table of the head of the company. And the reaction of bosses can be different – in one company, the employee will be dismissed at his own request, without any heart-rending talk, and still hear the following: “There are no irreplaceable people”. In another company, they will make every effort to retain the employee.
On the one hand, they can be replaced by another professional, even more skilled in his field. On the other hand, it’s unreasonable to throw away valuable employees. A valuable employee is usually someone who has been working in the company’s team for a long time, he does not need to be trained, most likely he is on good terms with most of his colleagues. And most importantly, you can always rely on such a subordinate because it’s him who can be counted on during a crisis, to assign a job for which there are small deadlines, to entrust the most complex task, and to avoid gambling at https://starburstreview.com/ during the day. That’s why keeping an employee at work is the idea of some heads of organizations.
What to Do When a Significant Employee Wants to Leave the Company
First, to retain employees of the company, the manager needs to know the reason for leaving. Sometimes the decision to leave is a trivial consequence of low pay or lack of understanding among colleagues. But there are also such reasons for dismissal that are difficult to guess. Then it is impossible to do without an open dialogue.
Unfortunately, not every business has a relationship between subordinate and chief, there is a relationship of trust, allowing you to talk frankly. In such a case, you can call for help from any of the employees, with whom the person wishing to resign has a trusting contact, let the ordinary subordinate tell you how to keep the employee you care so much about. The main thing is to find out the real reason why the letter of resignation is waiting for the manager’s signature (insufficiently high salary, lack of career prospects, harassment by colleagues, personal problems, etc.). There is no point in promising the mountain of gold without understanding the problem.
Even significantly increasing the salary of an employee, you will keep him in the company only for a short time, if his desire is associated with, say, an uncomfortable climate in the team.
Having made every effort to keep an employee at work, you can’t always count on changing the person’s mind. However, an analysis of the reasons why the company lost a valuable specialist will allow the management to avoid a new drain of talented employees in the future.
Raise Your Wages
It’s possible that leaving is due to a trivial lack of money. A competent worker’s eyes will quickly stop burning if his head is full of questions about who to borrow from before payday. If your company’s pay is low, you should raise the financial bar at least a little (especially for those who do quality work).
How to do it? You don’t have extra money in your company, but you don’t want to lose a valuable employee either. There is no point in thoughtlessly (just so he did not go) to increase the salary by 2 times. Talk to him about a different system of motivation, a higher percentage of transactions, additional (or larger) projects. In other words, find a way to let him earn. In the end, if you think the salary is decent and competitive enough, offer to speak up and give your reasons to the employee. Perhaps they will be logical.
Add Bonuses to the Employee’s Base Salary
You don’t offend your subordinates, they get enough money, but dismissals still happen. Perhaps the most deserving employees could receive special rewards from the management – cash bonuses, trips, gifts. Of course, if the work of those being rewarded is really performed by them at the highest level.
How to do it? Strengthen the corporate culture, build it from the ground up if necessary. Hire an in-house marketing and PR specialist to find out the needs of employees. Material incentives are beneficial in that they are not regular. But the real opportunity to get more monthly financial benefits out of work is not a bad incentive for employees.
Listen to Employees’ Ideas
Perhaps someone on the team has suggested to you more than once ways to solve the company’s problems, but hasn’t been heard. Try to value the opinion of each subordinate. It’s frustrating to realize that your opinion is worth nothing to the management.
How to do it? If you, as a leader, know more and better, and show it to your employees on a regular basis, you will drive your company into a corner. Your job is to lead, but not to be responsible for your team’s every move. To accept that some idea will fail is to allow employees to find an idea that “fires a shot” as well. As long as people are given ways to contribute and get results, they won’t want to leave the company.
Career Advancement for the Best Employees
When deciding how to retain an employee, most company leaders lean toward promises of salary increases. However, your subordinate may not be short of money, but may feel a real dislike for a mundane job. If there is an opportunity to promote a valuable professional, don’t pass it up.
How to do it? A job is attractive as long as it allows for development. An employee can sit in one place for years, do everything “on automatic” and get a lot of money just for being there. But he does not see his own value to the company. This means that it’s time for a promotion, new, more serious tasks, the transition to the management team, perhaps even in a different department. If there are no vacancies? Try to redistribute responsibilities in the department, appointing him senior and changing at least partially the list of his daily tasks.