Three Reasons Why Your Employees Are Quitting

Are you having trouble retaining employees and are not sure why? These reasons may shed some light on the situation. Learn how you can make positive changes in your company to keep your top employees!
INC shares…
1. The business grew—and so did your ego. Early on you were hesitant, unsure, and filled with doubt; those feelings come with the entrepreneurship territory. You worked closely with key employees and naturally shared some of your feelings. Those employees didn’t see you as weak. Instead they respected your honesty and openness, enjoyed the professional and personal connection, and felt good knowing you relied on them. Then you landed major customers, built a solid revenue base, and started to believe your own hype. Key employees knew you before you were “somebody.” Make sure they always get to see the real person behind your brand shell, because that’s the person they want to work with.
2. A cool startup became a corporation. Growth naturally results in some amount of processes, procedures, and systems. Running to another person’s office with a great idea got replaced by your Monday strategy meetings. Following a hunch and taking a chance on an unproven vendor got replaced by your formal RFP process. “All hands on deck” got replaced by formal job descriptions and meaningless battles over turf. Key employees typically hate processes and procedures, especially when early on anything went—and often worked. Building too many systems and imposing too many constraints, especially without getting input from key employees, makes your best employees start to reminisce about the good old days… and eventually leave.
3. The sky is no longer the limit. Dreaming is fun. Entrepreneurs dream. So do employees. In time some dreams become reality while others are clearly no longer possible. Great employees may not know what they want to do two, five, or 10 years from now, but they want to know they have possibilities. When your business matures and the only promotion left is replacing you, those possibilities disappear. You may not be able to change that fact, but you can talk openly about it. Ask key employees for their ideas. Ask how you can help them feel they are still progressing. If a great employee feels every other door is closed, they’ll head for the exit door.
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