How to Retain a Valuable Employee in a Company
Posted: Sat Jan 18, 2025 5:51 am
To keep an employee from quitting, you need to start by finding out the circumstances that led to his decision. Most cases are related to insufficient salary or difficult relationships with other specialists. But there are other reasons that are not visible to the naked eye.
In this case, you need to talk to the employee. It is good if there are friendly and trusting relationships between the manager and the team, and the person can honestly tell about the reasons for dismissal, but this does not happen in every organization. Then you can try to talk to one of the employees who has a friendly relationship with the applicant.
Until the reason for dismissal is clarified, it is pointless to take any measures, because they may not affect the interests of the person leaving. Someone is not satisfied with the salary, and another may have a delicate situation with one of the colleagues, which makes being at work unbearable.
To retain a specialist, most managers chinese overseas europe data package offer to increase the salary. But if a person is uncomfortable working in a team, then this will retain him only as long as he can quickly find a new place with similar pay. Whatever measures are taken, they do not guarantee that the leaving specialist will change his mind and agree to work for the benefit of the company. But the reasons for his dismissal can give food for thought about what needs to be changed in the work of the team so that the rest of the employees do not want to run away. Preventive measures usually have a greater effect than attempts to retain a person who is expected in a new place tomorrow.
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Reasons for dismissal of valuable employees
The productivity of a company largely depends on whether its manager has managed to assemble a team of like-minded people who fully share his ideas and are ready to work hard to achieve the set goals. If such a staff has been assembled, then the loss of any of its members can be very painful. Finding an adequate replacement for a departed specialist can take a lot of time. Let's look at the reasons that motivate employees to change jobs.
Objective reasons
The manager cannot influence these reasons. No matter how devoted an employee is to the company, everyone has the right to a personal life and a choice in favor of benefits that are not compatible with the position. The birth of children, moving to another country, even the desire to drastically change your life - these situations often turn out to be an insoluble problem for management. But certain measures can still be taken. If an important employee goes on maternity leave, you need to preserve the opportunity for him to return to work after it ends. If the decision to dismiss is related to moving, then you can keep the employee from leaving by offering him a remote form of work. Many situations can be resolved if you approach them unconventionally and with understanding.
"I'm tired, I'm leaving"
By the way, Yeltsin did not say this phrase word for word. But many people understand the feelings behind these words. We can recall many cases when an employee first shows himself to be an exceptionally qualified and efficient professional, and then not only the management, but also colleagues begin to literally take advantage of this.
Reasons for dismissal of valuable employees
Workaholics are especially at risk. They enjoy large volumes of work, but human strength is not unlimited. Over time, they too accumulate fatigue, which makes them think about changing jobs if the workload is not reduced. In order to avoid dismissal, the manager should evaluate whether job responsibilities and the volume of work can be distributed differently, involve others in them, perhaps take on an assistant. After all, if you allow the employee to leave, tomorrow he may be working for the benefit of competitors.
In this case, you need to talk to the employee. It is good if there are friendly and trusting relationships between the manager and the team, and the person can honestly tell about the reasons for dismissal, but this does not happen in every organization. Then you can try to talk to one of the employees who has a friendly relationship with the applicant.
Until the reason for dismissal is clarified, it is pointless to take any measures, because they may not affect the interests of the person leaving. Someone is not satisfied with the salary, and another may have a delicate situation with one of the colleagues, which makes being at work unbearable.
To retain a specialist, most managers chinese overseas europe data package offer to increase the salary. But if a person is uncomfortable working in a team, then this will retain him only as long as he can quickly find a new place with similar pay. Whatever measures are taken, they do not guarantee that the leaving specialist will change his mind and agree to work for the benefit of the company. But the reasons for his dismissal can give food for thought about what needs to be changed in the work of the team so that the rest of the employees do not want to run away. Preventive measures usually have a greater effect than attempts to retain a person who is expected in a new place tomorrow.
Recommended articles on this topic:
Cross-marketing: 5 examples and 8 mistakes
Marketing Tips: How to Show That Your Product is the Best
Examples of USP to make yours even cooler
Reasons for dismissal of valuable employees
The productivity of a company largely depends on whether its manager has managed to assemble a team of like-minded people who fully share his ideas and are ready to work hard to achieve the set goals. If such a staff has been assembled, then the loss of any of its members can be very painful. Finding an adequate replacement for a departed specialist can take a lot of time. Let's look at the reasons that motivate employees to change jobs.
Objective reasons
The manager cannot influence these reasons. No matter how devoted an employee is to the company, everyone has the right to a personal life and a choice in favor of benefits that are not compatible with the position. The birth of children, moving to another country, even the desire to drastically change your life - these situations often turn out to be an insoluble problem for management. But certain measures can still be taken. If an important employee goes on maternity leave, you need to preserve the opportunity for him to return to work after it ends. If the decision to dismiss is related to moving, then you can keep the employee from leaving by offering him a remote form of work. Many situations can be resolved if you approach them unconventionally and with understanding.
"I'm tired, I'm leaving"
By the way, Yeltsin did not say this phrase word for word. But many people understand the feelings behind these words. We can recall many cases when an employee first shows himself to be an exceptionally qualified and efficient professional, and then not only the management, but also colleagues begin to literally take advantage of this.
Reasons for dismissal of valuable employees
Workaholics are especially at risk. They enjoy large volumes of work, but human strength is not unlimited. Over time, they too accumulate fatigue, which makes them think about changing jobs if the workload is not reduced. In order to avoid dismissal, the manager should evaluate whether job responsibilities and the volume of work can be distributed differently, involve others in them, perhaps take on an assistant. After all, if you allow the employee to leave, tomorrow he may be working for the benefit of competitors.