{"id":1480,"date":"2021-05-26T14:17:11","date_gmt":"2021-05-26T14:17:11","guid":{"rendered":"https:\/\/www.plastikcity.co.uk\/blog\/?p=1480"},"modified":"2021-06-07T14:23:37","modified_gmt":"2021-06-07T14:23:37","slug":"8-reasons-valued-employees-leave","status":"publish","type":"post","link":"https:\/\/www.plastikcity.co.uk\/blog\/8-reasons-valued-employees-leave\/","title":{"rendered":"Eight Reasons Why Valued Employees Leave \u2013 and How to Keep Them"},"content":{"rendered":"<p><strong>Following a demographic study carried out by\u00a0<a href=\"http:\/\/www.sierra57consult.co.uk\/\" target=\"_blank\" rel=\"noopener\">Sierra 57 Consult<\/a> and its HR advisors, the technical and engineering recruitment specialists have listed eight common reasons why valued employees up sticks and leave.<\/strong><\/p>\n<p><!--more--><\/p>\n<p>Valued employees are, well, invaluable to your business. From putting in more discretionary effort and caring about your success to contributing to your culture \u2013 for the right reasons! \u2013 and helping others, they play a pivotal part in helping you meet your overarching goals.<\/p>\n<p>With that in mind, it\u2019s only natural to want to hold on to them for as long as you can. Further to a demographic study compiled by Sierra 57 Consult and our HR advisors, we\u2019ve compiled a list of eight common reasons valued employees up sticks and leave.<\/p>\n<h3>1. They don\u2019t realise they\u2019re valued<\/h3>\n<p>Just because you value them, it doesn\u2019t mean they\u00a0feel<em>\u00a0<\/em>valued. Simple things like showing a genuine interest in their life, asking for ideas and being open and honest take little effort but go a long way. Taking time to understand your employees is key.<\/p>\n<h3>2. They don\u2019t feel like they\u2019re being stretched or developed<\/h3>\n<p>Complacency can be a killer for some employees. While some quite like the easy life, others need to be challenged, stretched and developed.<\/p>\n<p>That doesn\u2019t mean you need to go overboard and burn them into the ground, but try exposing them to different projects and putting them in different environments, and ask them things like:<\/p>\n<ul>\n<li>What takes you outside of your comfort zone?<\/li>\n<li>What are your career ambitions?<\/li>\n<li>What would you like to do that you aren\u2019t currently doing?<\/li>\n<\/ul>\n<h3>3. Lack of opportunities<\/h3>\n<p>The two are intertwined, but this could be the employee\u2019s internal career opportunities and\/or your company\u2019s long-term objectives. You might have a grand plan for the employee\u2019s future within the business, but if they don\u2019t know it, what use is it?<\/p>\n<p>For example, let\u2019s say you have plans in the pipeline to acquire a new business that will create more jobs, responsibility, and managerial progression. But, people don\u2019t know about it, so they feel that there\u2019s little scope for them to work their way up the ladder. For this reason alone (along with a long list of others!), it\u2019s important to be transparent about your business\u2019 vision.<\/p>\n<h3>4. Work location or hours<\/h3>\n<p>For some employees, your business\u2019s location or hours might be enough to get them looking elsewhere. That\u2019s not to say you\u2019re doing anything wrong, of course, but perhaps their commute is becoming too much, or their hours no longer fit alongside out-of-work commitments.<\/p>\n<p>Although it might not be practical for every business, if you want the employee to stay and your set-up allows it, it could be worth putting\u00a0flexible working options on the table to keep hold of them.<\/p>\n<h3>5. Change in personal circumstances<\/h3>\n<p>Whether they\u2019re relocating to another county, taking time out to travel the world, or changing their profession completely, personal circumstances are a common cause for valued employees leaving. Admittedly there\u2019s nothing you can really do about this one but always keep on good terms; you are still supporting their career aspirations. You want them to regard you as a good employer!<\/p>\n<h3>6. Poor management<\/h3>\n<p>More often than not, employees don\u2019t quit because of the business. They quit because of their boss or a bad manager. Even if your culture, perks and location are all perfect, a bad boss can have a really negative impact and lead to employees feeling disengaged and demotivated. Managers who have been trained to manage get better results \u2013 they know how to develop and empower their staff.<\/p>\n<h3>7. An irresistible offer<\/h3>\n<p>An employee doesn\u2019t have to have been looking to leave. Sometimes, they might be poached with an offer that\u2019s just too good to turn down \u2013 perhaps it\u2019s a big brand name, or the scope to progress is far greater.<\/p>\n<p>If this is the case and you don\u2019t want to let them go, ask what it is about the offer that\u2019s attracted them, and see if there\u2019s a deal that can be done to keep them. Counter-offers are rife in the industry \u2013 committing to staff yearly reviews should be adhered to every yearly date, and not just when Managers are faced with a resignation letter. 73% of accepted counter-offers do not retain the same level of productivity and commitment by those respective employees, and 57% of them no longer remain in the company 3-6 months later.<\/p>\n<h3>8. Money<\/h3>\n<p>Usually, money isn\u2019t the main reason valued employees quit. Generally speaking, one or more of the above will be the sticking point, and then the advertised salary elsewhere will be too decent to decline.<\/p>\n<p>The solution? Potentially offer them more money or further career development if you can, but don\u2019t let that be the end of it. Try to address their other concerns, too; otherwise, you might find yourself entering a cycle of expected salary increases for them to stay.<\/p>\n<h3>Unrivalled value<\/h3>\n<p>Whether it\u2019s employee engagement, your business\u2019 culture, flexible working, or pay rise requests you\u2019re struggling with, Sierra 57 Consult\u2019s HR &amp; Law Advisory team can assist. If you require any advice, please email <a href=\"mailto:contact@sierra57consult.com\" target=\"_blank\" rel=\"noopener\">contact@sierra57consult.com<\/a> or call <strong><a href=\"tel:01684 217680\" target=\"_blank\" rel=\"noopener\">01684 217680<\/a>, subject: Employee-Safeguard<\/strong>.<\/p>\n<p><img decoding=\"async\" class=\"lazyloaded alignnone wp-image-31722 \" src=\"https:\/\/www.plastikcity.co.uk\/blog\/wp-content\/uploads\/2020\/07\/sierra-57-logo.jpg\" alt=\"Sierra 57 logo\" width=\"194\" height=\"102\" \/><\/p>\n<p><a href=\"http:\/\/www.sierra57consult.co.uk\/\" target=\"_blank\" rel=\"noopener\"><em>Sierra 57 Consult<\/em><\/a><br \/>\n<a href=\"tel:01684217680\" rel=\"noopener noreferrer\"><em>01684 217 680<\/em><\/a><br \/>\n<a href=\"http:\/\/www.sierra57consult.co.uk\/\" rel=\"noopener noreferrer\"><em>Website<\/em><\/a><br \/>\n<a href=\"mailto:contact@sierra57consult.co.uk\" rel=\"noopener noreferrer\"><em>Email<\/em><\/a><\/p>\n<p>Please note: Mark Lawson of Sierra 57 Consult has written this article.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Following a demographic study carried out by\u00a0Sierra 57 Consult and its HR advisors, the technical and engineering recruitment specialists have listed eight common reasons why valued employees up sticks and leave.<\/p>\n","protected":false},"author":101012,"featured_media":1484,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-1480","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-plastikcity-blogs","post-preview"],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/www.plastikcity.co.uk\/blog\/wp-json\/wp\/v2\/posts\/1480","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.plastikcity.co.uk\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.plastikcity.co.uk\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.plastikcity.co.uk\/blog\/wp-json\/wp\/v2\/users\/101012"}],"replies":[{"embeddable":true,"href":"https:\/\/www.plastikcity.co.uk\/blog\/wp-json\/wp\/v2\/comments?post=1480"}],"version-history":[{"count":0,"href":"https:\/\/www.plastikcity.co.uk\/blog\/wp-json\/wp\/v2\/posts\/1480\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.plastikcity.co.uk\/blog\/wp-json\/wp\/v2\/media\/1484"}],"wp:attachment":[{"href":"https:\/\/www.plastikcity.co.uk\/blog\/wp-json\/wp\/v2\/media?parent=1480"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.plastikcity.co.uk\/blog\/wp-json\/wp\/v2\/categories?post=1480"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.plastikcity.co.uk\/blog\/wp-json\/wp\/v2\/tags?post=1480"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}