Where have all the talents gone?

In addition to personal and objective factors such as family issues and long commutes, internal company factors such as culture and compensation policies have a significant impact on talented employees' decisions to leave their jobs. This article will examine why and how to go about finding the solutions.
Why the high turnover rate?
Overwhelming workload
Top talents are often given additional tasks, even taking on the work of others, without recognition for their workload, salary increases, or promotions.

Employees may want to quit due to a heavy workload - Image: Internet. 
Even if they initially found the job suitable, were enthusiastic about working, and desired to remain for the long term, they may eventually become exhausted and want to leave due to the excessive workload.
Boring tasks
Due to the monotony of their work, a large number of talented individuals eventually become bored and decide to quit. 
Talented individuals are always interested in engaging in jobs that are both challenging and interesting, requiring mental effort without being overbearing. Every day, these types of work become more engaging, allowing them to hone their skills and advance their careers.
You have a point there, but…: 
To help employees feel engaged in their work and motivated to contribute in the future, businesses must listen to and respond to employees' creative ideas.
Lack of recognition
A simple word of praise or encouragement in the face of adversity can make employees feel cared for and view the organization as a second home where it is worthwhile to remain for the long term.
In addition, companies should provide reasonable compensation to motivate their employees to work hard. 

Recognition motivates employees to work harder - Image: Internet.
Stop that brain drain! 
Finding talented people is already difficult, and retaining them for the long term is even more challenging.  Here are some solutions to help businesses solve this difficult problem:
  • Increase the frequency of appropriate rewards.
  • Organize training courses to help employees improve their professional skills, advance in their careers, and have flexible working hours, etc. 
  • Listen to employee's opinions and ideas. 
  • Evaluate and comment on employee work results.
  • Optimize SOPs.
  • Develop policies to support employees’ families, organize outings and trips with family members, to strengthen the bond between employees and the company. 
  • Leaders to always be fair and responsible to set a role model for their employees
We hope this article helps. HR2B can assist you in finding and retaining top talents with our high-quality recruitment services.

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