Top 10 Ways To Ensure Your Best People Will Quit

Ragan.com has the Top 10 Ways To Ensure Your People Quit.

I’ve hit some of these themes here before.

This list talks about active retention strategy and dedicates a couple of bullet points to it.

However, I’d swap out those for a couple of other ideas, such as:

  • Keep the employees doing the same things for a long period of time. The tedium of a couple of videos during orientation is nothing compared to doing the same tasks over and over again for years.
  • Don’t demonstrate the employee’s impact or meaning to the company effort. Especially in the auxiliary jobs–like QA–where employees might not see how their efforts are helping the company. Employees who feel forgotten, who feel as though they don’t matter, or feel as though they’re taken for granted are not employees for long.
  • Don’t succeed as a company. If your employee doesn’t see the company as a long-term success, the employee will look for one that is.
  • Build a corporate culture catering to one lifestyle. The stereotypical startup involves coding all night fueled by energy drinks and pizza, having crazy outings as a company, and funky office space with video games, a bar, and/or foosball/pool/bubble hockey tables. This is all well and good for a certain kind of employee–one fresh out of college or the parents’ basement, but if the culture favors only on those employees (especially if the culture is supposed to make up for lesser pay, longer hours, or other shortcomings), employees who move out of that phase of their lives will go look for a grown up company to work for.

That would bring the number up to more than ten, though.

The song says there are fifty ways to leave your lover (although the song itself does not enumerate them all, and Paul Simon marked that defect Resolved (Won’t Fix)). There are probably that many ways to lose your worker, too.

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