SlideShare a Scribd company logo
1 of 17
Download to read offline
7 GREAT WAYS TO GET
YOUR BEST
PEOPLE
TO QUIT
I’M OUT
OF HERE!
Many companies invest a tremendous amount of time,
energy, and resources to attract top talent. But what
happens next? How do you ensure your best people
remain, stay engaged, and committed to doing great
work at your organization?
HERE ARE SEVEN MISSTEPS THAT COULD DRIVE
YOUR BEST EMPLOYEES OUT THE DOOR AND
TIPS TO MAKE SURE THAT DOESN’T HAPPEN.
1. MAKE MEDIOCRITY
THE STANDARD
Set high standards for your
employees, Don’t downplay
company values and missions.
Instead, set high standards for
your employees.
Help them understand the
expectations you have for them.
Furthermore, help them
understand you expect their
best work.
VALUES + MISSION
Managing also means knowing when it’s our job
to actively do nothing. It means knowing when
to step back and allow your people to be all
they can be—with big ideas, fresh perspectives,
and sometimes a spicy and unexpected flare.
Great managers are the ones who know just
how firm their grip needs to be.
—Todd Nordstrom
http://blog.octanner.com/leadership/the-classic-over-squeeze-its-not-just-about-tacos
2. TREAT EVERYONE
THE SAME
Your employees are not equal.
Some perform better and are
more valuable than others.
Instead of treating them equally,
try treating them fairly. This will
also lead to more personal and
meaningful employee
appreciation.
http://www.ragan.com/Main/Articles/Top_10_ways_to_ensure_your_best
_people_will_quit_47779.aspx
#1
As a boss, it is important to keep your eyes
open, in order to ensure you notice who in your
office is taking on the most or producing the
best work. This doesn’t necessarily mean those
who arrive earliest and leave latest but rather
those who are fully committed to the objectives
of your company. All it takes is a simple thank
you or email to say, ‘I recognize your effort and
I appreciate it.’ Your employees will be glad you did.
—Richard McMunn
http://blog.octanner.com/appreciation-2/how-to-use-appreciation-to-boost-employee-morale
3. HAVE LOTS OF RULES
Rules give structure, but too many
rules—especially when they
demonstrate little trust—lead to
unhappy employees. No one likes
to work with someone constantly
looking over their shoulder. Ask
yourself what purpose these rules
are serving. If they are to
micromanage, you might be
looking at a loss of productivity.
Make sure your rules don’t
undermine or inhibit your team’s
ability to do great work.
4. DON’T RECOGNIZE
GREAT WORK
People want to feel valued for the
difference they make. Call out and
appreciate great work as it
happens. This will inspire more
great work.
GREAT
JOB!!!
People have a fundamental human need to feel
valued, heard, and appreciated – particularly
when they feel they’ve done a great job.
—Scott Span
http://blog.octanner.com/engagement/5-ways-to-increase-employee-retention-and-reduce-turnover
5. DON’T ALLOW
‘WEIRDNESS’ AT
WORK
Make work a place they enjoy.
Happy employees don’t quit their
jobs. In addition to fun events and
perks, make the office ‘weird.’
Our company culture is what makes us
successful, and in our culture, we celebrate and
embrace our diversity and each person's
individuality. We want people to express their
personality in their work. To outsiders, that
might come across as inconsistent or weird. But
the consistency is in our belief that we function
best when we can be ourselves. We want the
weirdness in each of us to be expressed in our
interactions with each other and in our work.
—Zappos
http://about.zappos.com/our-unique-culture/zappos-core-values/create-fun-and-little-weirdness
6. UNDERCOMMUNICATE
Though you might think it’s for
their own good, instead, help your
employees stay up-to-date by
keeping them involved. Leaving
your people in the unknown dark
will leave you wondering where
they all went. Though you might
think it’s for their own good,
instead, help your employees stay
up-to-date by keeping them
involved.
7. LET CAREER GROWTH
JUST HAPPEN
The employees you really like—the
ones you need, what are you
willing to do to keep them? When
they walk into your office with
offers elsewhere, how will you
convince them to stay? Make sure
you have career development
programs where employees can
see their future and create
specific goals for them.
When your employees see there is room to
advance their career within your organization,
it speaks volumes. Discover the skills and talents
the different members of your crew possess
beyond the obvious, and find ways to develop
those skills for future use in your business. When
you have a stellar team member, help invest in
the training they need to advance as your
company grows.
—Cheryl Snapp Conner
http://blog.octanner.com/editor-picks/the-many-new-ways-to-empower-great-employees
AS YOU EVALUATE YOUR OWN COMPANY, MAKE
SURE TO KEEP THESE SEVEN MISSTEPS IN MIND
SO THAT YOU CAN KEEP AND ADD MORE GREAT
EMPLOYEES TO YOUR ORGANIZATION.
JOIN OUR COMMUNITY
For more tips on building a great work culture,
join our community.
O.C. TANNER AND THE O.C. TANNER INSTITUTE
O.C. Tanner, a 2015 Fortune 100 Best Places To Work For
company, helps the world’s best organizations create great work
environments by inspiring and appreciating great work.
Thousands of clients globally use the company’s cloud-based
technology, tools, awards, and education services to engage
talent, increase performance, drive goals, and create experiences
that fuel the human spirit.
The O.C. Tanner Institute regularly commissions research and
provides a global forum for exchanging ideas about
recognition, engagement, leadership, culture, human values,
and sound business principles.

More Related Content

Viewers also liked

Performance Recognition
Performance RecognitionPerformance Recognition
Performance RecognitionO.C. Tanner
 
Employee recognition-around-the-globe
Employee recognition-around-the-globeEmployee recognition-around-the-globe
Employee recognition-around-the-globeO.C. Tanner
 
5 is different than 25
5 is different than 255 is different than 25
5 is different than 25O.C. Tanner
 
Helping Employees Increase Job Satisfaction
Helping Employees Increase Job SatisfactionHelping Employees Increase Job Satisfaction
Helping Employees Increase Job SatisfactionO.C. Tanner
 
How to Prepare for Millennial Recruiting
How to Prepare for Millennial RecruitingHow to Prepare for Millennial Recruiting
How to Prepare for Millennial RecruitingO.C. Tanner
 
The Power of a Charitable Company Culture
The Power of a Charitable Company CultureThe Power of a Charitable Company Culture
The Power of a Charitable Company CultureO.C. Tanner
 
Create and Maintain a Passionate Workplace
Create and Maintain a Passionate WorkplaceCreate and Maintain a Passionate Workplace
Create and Maintain a Passionate WorkplaceO.C. Tanner
 
The Positive Effects of Relationships at Work
The Positive Effects of Relationships at WorkThe Positive Effects of Relationships at Work
The Positive Effects of Relationships at WorkO.C. Tanner
 
Coolest Companies to Work For in 2014
Coolest Companies to Work For in 2014Coolest Companies to Work For in 2014
Coolest Companies to Work For in 2014O.C. Tanner
 
Onboarding with Appreciation
Onboarding with AppreciationOnboarding with Appreciation
Onboarding with AppreciationO.C. Tanner
 

Viewers also liked (11)

Performance Recognition
Performance RecognitionPerformance Recognition
Performance Recognition
 
Employee recognition-around-the-globe
Employee recognition-around-the-globeEmployee recognition-around-the-globe
Employee recognition-around-the-globe
 
5 is different than 25
5 is different than 255 is different than 25
5 is different than 25
 
Helping Employees Increase Job Satisfaction
Helping Employees Increase Job SatisfactionHelping Employees Increase Job Satisfaction
Helping Employees Increase Job Satisfaction
 
How to Prepare for Millennial Recruiting
How to Prepare for Millennial RecruitingHow to Prepare for Millennial Recruiting
How to Prepare for Millennial Recruiting
 
The Power of a Charitable Company Culture
The Power of a Charitable Company CultureThe Power of a Charitable Company Culture
The Power of a Charitable Company Culture
 
Create and Maintain a Passionate Workplace
Create and Maintain a Passionate WorkplaceCreate and Maintain a Passionate Workplace
Create and Maintain a Passionate Workplace
 
The Positive Effects of Relationships at Work
The Positive Effects of Relationships at WorkThe Positive Effects of Relationships at Work
The Positive Effects of Relationships at Work
 
Coolest Companies to Work For in 2014
Coolest Companies to Work For in 2014Coolest Companies to Work For in 2014
Coolest Companies to Work For in 2014
 
Onboarding with Appreciation
Onboarding with AppreciationOnboarding with Appreciation
Onboarding with Appreciation
 
Building blocks
Building blocksBuilding blocks
Building blocks
 

More from O.C. Tanner

Brands with Purpose
Brands with PurposeBrands with Purpose
Brands with PurposeO.C. Tanner
 
7 Questions Executives Want Answered Before Investing in Employee Recognition
7 Questions Executives Want Answered Before Investing in Employee Recognition7 Questions Executives Want Answered Before Investing in Employee Recognition
7 Questions Executives Want Answered Before Investing in Employee RecognitionO.C. Tanner
 
Appreciation Inspiration: Tips, Quotes, and Insights for Celebrating Employee...
Appreciation Inspiration: Tips, Quotes, and Insights for Celebrating Employee...Appreciation Inspiration: Tips, Quotes, and Insights for Celebrating Employee...
Appreciation Inspiration: Tips, Quotes, and Insights for Celebrating Employee...O.C. Tanner
 
A Call to Greatness: Why Chasing Employee Engagement is Thinking Too Small
A Call to Greatness: Why Chasing Employee Engagement is Thinking Too SmallA Call to Greatness: Why Chasing Employee Engagement is Thinking Too Small
A Call to Greatness: Why Chasing Employee Engagement is Thinking Too SmallO.C. Tanner
 
7 Key Insights From HR Tech 2016
7 Key Insights From HR Tech 20167 Key Insights From HR Tech 2016
7 Key Insights From HR Tech 2016O.C. Tanner
 
The Journey to Cultural Greatness
The Journey to Cultural GreatnessThe Journey to Cultural Greatness
The Journey to Cultural GreatnessO.C. Tanner
 
The Millennial Effect on Employee Engagement
The Millennial Effect on Employee EngagementThe Millennial Effect on Employee Engagement
The Millennial Effect on Employee EngagementO.C. Tanner
 
SHRM Conference 2016: 7 Key Insights
SHRM Conference 2016: 7 Key InsightsSHRM Conference 2016: 7 Key Insights
SHRM Conference 2016: 7 Key InsightsO.C. Tanner
 
The Roadmap to Great Work
The Roadmap to Great WorkThe Roadmap to Great Work
The Roadmap to Great WorkO.C. Tanner
 
The Importance of National Hospital Week
The Importance of National Hospital WeekThe Importance of National Hospital Week
The Importance of National Hospital WeekO.C. Tanner
 
How to Make Friends at Work
How to Make Friends at WorkHow to Make Friends at Work
How to Make Friends at WorkO.C. Tanner
 
10 Best Practices of a Best Company to Work For
10 Best Practices of a Best Company to Work For10 Best Practices of a Best Company to Work For
10 Best Practices of a Best Company to Work ForO.C. Tanner
 
Your Mission: Become a Recognition Hero
Your Mission: Become a Recognition HeroYour Mission: Become a Recognition Hero
Your Mission: Become a Recognition HeroO.C. Tanner
 
The Evolution of Recognition
The Evolution of RecognitionThe Evolution of Recognition
The Evolution of RecognitionO.C. Tanner
 
12 Inspirational Quotes to Start the Year Off Right
12 Inspirational Quotes to Start the Year Off Right12 Inspirational Quotes to Start the Year Off Right
12 Inspirational Quotes to Start the Year Off RightO.C. Tanner
 
How to Build an Authentic, Winning Culture
How to Build an Authentic, Winning CultureHow to Build an Authentic, Winning Culture
How to Build an Authentic, Winning CultureO.C. Tanner
 
12 Resolutions for a Great Year at Work
12 Resolutions for a Great Year at Work12 Resolutions for a Great Year at Work
12 Resolutions for a Great Year at WorkO.C. Tanner
 
What Will the Performance Review Look Like in 2016?
What Will the Performance Review Look Like in 2016?What Will the Performance Review Look Like in 2016?
What Will the Performance Review Look Like in 2016?O.C. Tanner
 
4 Reasons Leadership Development Fails
4 Reasons Leadership Development Fails4 Reasons Leadership Development Fails
4 Reasons Leadership Development FailsO.C. Tanner
 
Employee Development Strategies For Your Remote Workforce
Employee Development Strategies For Your Remote WorkforceEmployee Development Strategies For Your Remote Workforce
Employee Development Strategies For Your Remote WorkforceO.C. Tanner
 

More from O.C. Tanner (20)

Brands with Purpose
Brands with PurposeBrands with Purpose
Brands with Purpose
 
7 Questions Executives Want Answered Before Investing in Employee Recognition
7 Questions Executives Want Answered Before Investing in Employee Recognition7 Questions Executives Want Answered Before Investing in Employee Recognition
7 Questions Executives Want Answered Before Investing in Employee Recognition
 
Appreciation Inspiration: Tips, Quotes, and Insights for Celebrating Employee...
Appreciation Inspiration: Tips, Quotes, and Insights for Celebrating Employee...Appreciation Inspiration: Tips, Quotes, and Insights for Celebrating Employee...
Appreciation Inspiration: Tips, Quotes, and Insights for Celebrating Employee...
 
A Call to Greatness: Why Chasing Employee Engagement is Thinking Too Small
A Call to Greatness: Why Chasing Employee Engagement is Thinking Too SmallA Call to Greatness: Why Chasing Employee Engagement is Thinking Too Small
A Call to Greatness: Why Chasing Employee Engagement is Thinking Too Small
 
7 Key Insights From HR Tech 2016
7 Key Insights From HR Tech 20167 Key Insights From HR Tech 2016
7 Key Insights From HR Tech 2016
 
The Journey to Cultural Greatness
The Journey to Cultural GreatnessThe Journey to Cultural Greatness
The Journey to Cultural Greatness
 
The Millennial Effect on Employee Engagement
The Millennial Effect on Employee EngagementThe Millennial Effect on Employee Engagement
The Millennial Effect on Employee Engagement
 
SHRM Conference 2016: 7 Key Insights
SHRM Conference 2016: 7 Key InsightsSHRM Conference 2016: 7 Key Insights
SHRM Conference 2016: 7 Key Insights
 
The Roadmap to Great Work
The Roadmap to Great WorkThe Roadmap to Great Work
The Roadmap to Great Work
 
The Importance of National Hospital Week
The Importance of National Hospital WeekThe Importance of National Hospital Week
The Importance of National Hospital Week
 
How to Make Friends at Work
How to Make Friends at WorkHow to Make Friends at Work
How to Make Friends at Work
 
10 Best Practices of a Best Company to Work For
10 Best Practices of a Best Company to Work For10 Best Practices of a Best Company to Work For
10 Best Practices of a Best Company to Work For
 
Your Mission: Become a Recognition Hero
Your Mission: Become a Recognition HeroYour Mission: Become a Recognition Hero
Your Mission: Become a Recognition Hero
 
The Evolution of Recognition
The Evolution of RecognitionThe Evolution of Recognition
The Evolution of Recognition
 
12 Inspirational Quotes to Start the Year Off Right
12 Inspirational Quotes to Start the Year Off Right12 Inspirational Quotes to Start the Year Off Right
12 Inspirational Quotes to Start the Year Off Right
 
How to Build an Authentic, Winning Culture
How to Build an Authentic, Winning CultureHow to Build an Authentic, Winning Culture
How to Build an Authentic, Winning Culture
 
12 Resolutions for a Great Year at Work
12 Resolutions for a Great Year at Work12 Resolutions for a Great Year at Work
12 Resolutions for a Great Year at Work
 
What Will the Performance Review Look Like in 2016?
What Will the Performance Review Look Like in 2016?What Will the Performance Review Look Like in 2016?
What Will the Performance Review Look Like in 2016?
 
4 Reasons Leadership Development Fails
4 Reasons Leadership Development Fails4 Reasons Leadership Development Fails
4 Reasons Leadership Development Fails
 
Employee Development Strategies For Your Remote Workforce
Employee Development Strategies For Your Remote WorkforceEmployee Development Strategies For Your Remote Workforce
Employee Development Strategies For Your Remote Workforce
 

Recently uploaded

Audhina Nur Afifah Resume & Portofolio_2024.pdf
Audhina Nur Afifah Resume & Portofolio_2024.pdfAudhina Nur Afifah Resume & Portofolio_2024.pdf
Audhina Nur Afifah Resume & Portofolio_2024.pdfaudhinafh1
 
wealth_spend_bharatpeVerse_Analysis .pptx
wealth_spend_bharatpeVerse_Analysis .pptxwealth_spend_bharatpeVerse_Analysis .pptx
wealth_spend_bharatpeVerse_Analysis .pptxAnuragBhakuni4
 
Blockchain_TezosDeveloperCommunitySNSCE.pdf
Blockchain_TezosDeveloperCommunitySNSCE.pdfBlockchain_TezosDeveloperCommunitySNSCE.pdf
Blockchain_TezosDeveloperCommunitySNSCE.pdfVISHNURAJSSNSCEAD
 
asdfasdiofujasloidfoia nslkflsdkaf jljffs
asdfasdiofujasloidfoia nslkflsdkaf jljffsasdfasdiofujasloidfoia nslkflsdkaf jljffs
asdfasdiofujasloidfoia nslkflsdkaf jljffsJulia Kaye
 
FAHAD HASSAN NOOR || UCP Business School Data Analytics Head Recommended | MB...
FAHAD HASSAN NOOR || UCP Business School Data Analytics Head Recommended | MB...FAHAD HASSAN NOOR || UCP Business School Data Analytics Head Recommended | MB...
FAHAD HASSAN NOOR || UCP Business School Data Analytics Head Recommended | MB...FaHaD .H. NooR
 
STORY OF SUSAN & JUDY - CEREBRAL PALSY.pptx
STORY OF SUSAN & JUDY - CEREBRAL PALSY.pptxSTORY OF SUSAN & JUDY - CEREBRAL PALSY.pptx
STORY OF SUSAN & JUDY - CEREBRAL PALSY.pptxsheenam bansal
 
ASDFSDFASDFASDFASDFOUIASHDFOIASUD FOIJSADO;IFJOISADJF
ASDFSDFASDFASDFASDFOUIASHDFOIASUD FOIJSADO;IFJOISADJFASDFSDFASDFASDFASDFOUIASHDFOIASUD FOIJSADO;IFJOISADJF
ASDFSDFASDFASDFASDFOUIASHDFOIASUD FOIJSADO;IFJOISADJFJulia Kaye
 
127. Reviewer Certificate in BP International
127. Reviewer Certificate in BP International127. Reviewer Certificate in BP International
127. Reviewer Certificate in BP InternationalManu Mitra
 
Chapter-1 IATA, UFTAA, ICAO, FAA, CAA, ATAB, Conventions
Chapter-1 IATA, UFTAA, ICAO, FAA, CAA, ATAB, ConventionsChapter-1 IATA, UFTAA, ICAO, FAA, CAA, ATAB, Conventions
Chapter-1 IATA, UFTAA, ICAO, FAA, CAA, ATAB, ConventionsMd Shaifullar Rabbi
 
10 Things That Will Shape the Future of Education.pdf
10 Things That Will Shape the Future of Education.pdf10 Things That Will Shape the Future of Education.pdf
10 Things That Will Shape the Future of Education.pdfEducationView
 
Moaaz Hassan El-Shayeb - Projects Portfolio
Moaaz Hassan El-Shayeb - Projects PortfolioMoaaz Hassan El-Shayeb - Projects Portfolio
Moaaz Hassan El-Shayeb - Projects Portfoliomoaaz el-shayeb
 
Nashon Holloway - Media/Press Kit - Priv
Nashon Holloway - Media/Press Kit - PrivNashon Holloway - Media/Press Kit - Priv
Nashon Holloway - Media/Press Kit - PrivNashonHolloway
 
reStartEvents March 28th TS/SCI & Above Employer Directory.pdf
reStartEvents March 28th TS/SCI & Above Employer Directory.pdfreStartEvents March 28th TS/SCI & Above Employer Directory.pdf
reStartEvents March 28th TS/SCI & Above Employer Directory.pdfKen Fuller
 
How to Host a Successful Webinar for Success?
How to Host a Successful Webinar for Success?How to Host a Successful Webinar for Success?
How to Host a Successful Webinar for Success?StrengthsTheatre
 
Fireman Resume Strikuingly Text............................
Fireman Resume Strikuingly Text............................Fireman Resume Strikuingly Text............................
Fireman Resume Strikuingly Text............................calvinjamesmappala
 
kids gpaddfghtggvgghhhuuuuuhhhgggggy.pptx
kids gpaddfghtggvgghhhuuuuuhhhgggggy.pptxkids gpaddfghtggvgghhhuuuuuhhhgggggy.pptx
kids gpaddfghtggvgghhhuuuuuhhhgggggy.pptxJagrutiSononee
 
Chapter-4 Introduction to Global Distributions System and Computerized Reserv...
Chapter-4 Introduction to Global Distributions System and Computerized Reserv...Chapter-4 Introduction to Global Distributions System and Computerized Reserv...
Chapter-4 Introduction to Global Distributions System and Computerized Reserv...Md Shaifullar Rabbi
 

Recently uploaded (17)

Audhina Nur Afifah Resume & Portofolio_2024.pdf
Audhina Nur Afifah Resume & Portofolio_2024.pdfAudhina Nur Afifah Resume & Portofolio_2024.pdf
Audhina Nur Afifah Resume & Portofolio_2024.pdf
 
wealth_spend_bharatpeVerse_Analysis .pptx
wealth_spend_bharatpeVerse_Analysis .pptxwealth_spend_bharatpeVerse_Analysis .pptx
wealth_spend_bharatpeVerse_Analysis .pptx
 
Blockchain_TezosDeveloperCommunitySNSCE.pdf
Blockchain_TezosDeveloperCommunitySNSCE.pdfBlockchain_TezosDeveloperCommunitySNSCE.pdf
Blockchain_TezosDeveloperCommunitySNSCE.pdf
 
asdfasdiofujasloidfoia nslkflsdkaf jljffs
asdfasdiofujasloidfoia nslkflsdkaf jljffsasdfasdiofujasloidfoia nslkflsdkaf jljffs
asdfasdiofujasloidfoia nslkflsdkaf jljffs
 
FAHAD HASSAN NOOR || UCP Business School Data Analytics Head Recommended | MB...
FAHAD HASSAN NOOR || UCP Business School Data Analytics Head Recommended | MB...FAHAD HASSAN NOOR || UCP Business School Data Analytics Head Recommended | MB...
FAHAD HASSAN NOOR || UCP Business School Data Analytics Head Recommended | MB...
 
STORY OF SUSAN & JUDY - CEREBRAL PALSY.pptx
STORY OF SUSAN & JUDY - CEREBRAL PALSY.pptxSTORY OF SUSAN & JUDY - CEREBRAL PALSY.pptx
STORY OF SUSAN & JUDY - CEREBRAL PALSY.pptx
 
ASDFSDFASDFASDFASDFOUIASHDFOIASUD FOIJSADO;IFJOISADJF
ASDFSDFASDFASDFASDFOUIASHDFOIASUD FOIJSADO;IFJOISADJFASDFSDFASDFASDFASDFOUIASHDFOIASUD FOIJSADO;IFJOISADJF
ASDFSDFASDFASDFASDFOUIASHDFOIASUD FOIJSADO;IFJOISADJF
 
127. Reviewer Certificate in BP International
127. Reviewer Certificate in BP International127. Reviewer Certificate in BP International
127. Reviewer Certificate in BP International
 
Chapter-1 IATA, UFTAA, ICAO, FAA, CAA, ATAB, Conventions
Chapter-1 IATA, UFTAA, ICAO, FAA, CAA, ATAB, ConventionsChapter-1 IATA, UFTAA, ICAO, FAA, CAA, ATAB, Conventions
Chapter-1 IATA, UFTAA, ICAO, FAA, CAA, ATAB, Conventions
 
10 Things That Will Shape the Future of Education.pdf
10 Things That Will Shape the Future of Education.pdf10 Things That Will Shape the Future of Education.pdf
10 Things That Will Shape the Future of Education.pdf
 
Moaaz Hassan El-Shayeb - Projects Portfolio
Moaaz Hassan El-Shayeb - Projects PortfolioMoaaz Hassan El-Shayeb - Projects Portfolio
Moaaz Hassan El-Shayeb - Projects Portfolio
 
Nashon Holloway - Media/Press Kit - Priv
Nashon Holloway - Media/Press Kit - PrivNashon Holloway - Media/Press Kit - Priv
Nashon Holloway - Media/Press Kit - Priv
 
reStartEvents March 28th TS/SCI & Above Employer Directory.pdf
reStartEvents March 28th TS/SCI & Above Employer Directory.pdfreStartEvents March 28th TS/SCI & Above Employer Directory.pdf
reStartEvents March 28th TS/SCI & Above Employer Directory.pdf
 
How to Host a Successful Webinar for Success?
How to Host a Successful Webinar for Success?How to Host a Successful Webinar for Success?
How to Host a Successful Webinar for Success?
 
Fireman Resume Strikuingly Text............................
Fireman Resume Strikuingly Text............................Fireman Resume Strikuingly Text............................
Fireman Resume Strikuingly Text............................
 
kids gpaddfghtggvgghhhuuuuuhhhgggggy.pptx
kids gpaddfghtggvgghhhuuuuuhhhgggggy.pptxkids gpaddfghtggvgghhhuuuuuhhhgggggy.pptx
kids gpaddfghtggvgghhhuuuuuhhhgggggy.pptx
 
Chapter-4 Introduction to Global Distributions System and Computerized Reserv...
Chapter-4 Introduction to Global Distributions System and Computerized Reserv...Chapter-4 Introduction to Global Distributions System and Computerized Reserv...
Chapter-4 Introduction to Global Distributions System and Computerized Reserv...
 

7 Great Ways to Get Your Best People to Quit

  • 1. 7 GREAT WAYS TO GET YOUR BEST PEOPLE TO QUIT I’M OUT OF HERE!
  • 2. Many companies invest a tremendous amount of time, energy, and resources to attract top talent. But what happens next? How do you ensure your best people remain, stay engaged, and committed to doing great work at your organization? HERE ARE SEVEN MISSTEPS THAT COULD DRIVE YOUR BEST EMPLOYEES OUT THE DOOR AND TIPS TO MAKE SURE THAT DOESN’T HAPPEN.
  • 3. 1. MAKE MEDIOCRITY THE STANDARD Set high standards for your employees, Don’t downplay company values and missions. Instead, set high standards for your employees. Help them understand the expectations you have for them. Furthermore, help them understand you expect their best work. VALUES + MISSION
  • 4. Managing also means knowing when it’s our job to actively do nothing. It means knowing when to step back and allow your people to be all they can be—with big ideas, fresh perspectives, and sometimes a spicy and unexpected flare. Great managers are the ones who know just how firm their grip needs to be. —Todd Nordstrom http://blog.octanner.com/leadership/the-classic-over-squeeze-its-not-just-about-tacos
  • 5. 2. TREAT EVERYONE THE SAME Your employees are not equal. Some perform better and are more valuable than others. Instead of treating them equally, try treating them fairly. This will also lead to more personal and meaningful employee appreciation. http://www.ragan.com/Main/Articles/Top_10_ways_to_ensure_your_best _people_will_quit_47779.aspx #1
  • 6. As a boss, it is important to keep your eyes open, in order to ensure you notice who in your office is taking on the most or producing the best work. This doesn’t necessarily mean those who arrive earliest and leave latest but rather those who are fully committed to the objectives of your company. All it takes is a simple thank you or email to say, ‘I recognize your effort and I appreciate it.’ Your employees will be glad you did. —Richard McMunn http://blog.octanner.com/appreciation-2/how-to-use-appreciation-to-boost-employee-morale
  • 7. 3. HAVE LOTS OF RULES Rules give structure, but too many rules—especially when they demonstrate little trust—lead to unhappy employees. No one likes to work with someone constantly looking over their shoulder. Ask yourself what purpose these rules are serving. If they are to micromanage, you might be looking at a loss of productivity. Make sure your rules don’t undermine or inhibit your team’s ability to do great work.
  • 8. 4. DON’T RECOGNIZE GREAT WORK People want to feel valued for the difference they make. Call out and appreciate great work as it happens. This will inspire more great work. GREAT JOB!!!
  • 9. People have a fundamental human need to feel valued, heard, and appreciated – particularly when they feel they’ve done a great job. —Scott Span http://blog.octanner.com/engagement/5-ways-to-increase-employee-retention-and-reduce-turnover
  • 10. 5. DON’T ALLOW ‘WEIRDNESS’ AT WORK Make work a place they enjoy. Happy employees don’t quit their jobs. In addition to fun events and perks, make the office ‘weird.’
  • 11. Our company culture is what makes us successful, and in our culture, we celebrate and embrace our diversity and each person's individuality. We want people to express their personality in their work. To outsiders, that might come across as inconsistent or weird. But the consistency is in our belief that we function best when we can be ourselves. We want the weirdness in each of us to be expressed in our interactions with each other and in our work. —Zappos http://about.zappos.com/our-unique-culture/zappos-core-values/create-fun-and-little-weirdness
  • 12. 6. UNDERCOMMUNICATE Though you might think it’s for their own good, instead, help your employees stay up-to-date by keeping them involved. Leaving your people in the unknown dark will leave you wondering where they all went. Though you might think it’s for their own good, instead, help your employees stay up-to-date by keeping them involved.
  • 13. 7. LET CAREER GROWTH JUST HAPPEN The employees you really like—the ones you need, what are you willing to do to keep them? When they walk into your office with offers elsewhere, how will you convince them to stay? Make sure you have career development programs where employees can see their future and create specific goals for them.
  • 14. When your employees see there is room to advance their career within your organization, it speaks volumes. Discover the skills and talents the different members of your crew possess beyond the obvious, and find ways to develop those skills for future use in your business. When you have a stellar team member, help invest in the training they need to advance as your company grows. —Cheryl Snapp Conner http://blog.octanner.com/editor-picks/the-many-new-ways-to-empower-great-employees
  • 15. AS YOU EVALUATE YOUR OWN COMPANY, MAKE SURE TO KEEP THESE SEVEN MISSTEPS IN MIND SO THAT YOU CAN KEEP AND ADD MORE GREAT EMPLOYEES TO YOUR ORGANIZATION.
  • 16. JOIN OUR COMMUNITY For more tips on building a great work culture, join our community.
  • 17. O.C. TANNER AND THE O.C. TANNER INSTITUTE O.C. Tanner, a 2015 Fortune 100 Best Places To Work For company, helps the world’s best organizations create great work environments by inspiring and appreciating great work. Thousands of clients globally use the company’s cloud-based technology, tools, awards, and education services to engage talent, increase performance, drive goals, and create experiences that fuel the human spirit. The O.C. Tanner Institute regularly commissions research and provides a global forum for exchanging ideas about recognition, engagement, leadership, culture, human values, and sound business principles.