Opinion: What would you do if your best staff is planning to quit?

Favour12 · by **Favour12** » May 3rd, 2019, 8:52 am

eMade wrote:
Favour12 wrote:Top up his salary to stop him from quiting
That would work only if his reason for wanting to quit is because of low pay. What if it's other reasons? Could even be interpersonal!

ok hadn't thought about that

eMade · by **eMade** » May 1st, 2019, 6:09 pm

Favour12 wrote:Top up his salary to stop him from quiting

That would work only if his reason for wanting to quit is because of low pay. What if it's other reasons? Could even be interpersonal!

Favour12 · by **Favour12** » April 30th, 2019, 4:55 pm

Top up his salary to stop him from quiting

Favour12 · by **Favour12** » April 30th, 2019, 4:54 pm

Push him out

eMade · by **eMade** » March 30th, 2019, 11:45 am

Guys, see this:

POOR MANAGEMENT - Number 1 Reason Best Hands Quit
Many people like to say, “people don’t leave jobs, they leave managers,” and it is true. The manager is the company’s first point of contact with an employee, if that contact is bad, the relationship with the company will be bad and the employee won’t stay long. Often it isn’t about someone being an inherently “bad manager” but rather having poor management practices. Luckily, many of these can be fixed.

Bad managers don’t listen to employees, treat them with respect, fight for them, or show them appreciation. Good managers always make sure they have time to hear from an employee, they listen to what they say and they take action to improve problems when they arise. Good managers can teach their subordinates, they can help them grow, and they know that the success of the company ultimately depends on the success of its employees.

Good managers are teachers and coaches, not bosses. You will earn the respect and loyalty you show your employees and they will work harder because of it. They will also stay at your company longer.

I found it here: http://www.waspbarcode.com/buzz/good-em ... g-company/

Key7 · by **Key7** » March 30th, 2019, 11:26 am

Can this still happen?

EDIT: This article helped me >> https://www.groovehq.com/blog/what-to-d ... oyees-quit

simpl2 · by **simpl2** » March 30th, 2019, 11:24 am

Thanks for all your responses. Closely related to this:

In this 2014 study, Tim Gardner, an associate professor at Utah State University's Jon M. Huntsman School of Business, identified 10 behavioral changes that occur in a disengaged employee. These behaviors emerge about one to two months before the worker officially resigns, Gardner found.

1. Offering fewer constructive contributions in meetings
2. Being reluctant to commit to long-term projects
3. Acting more reserved and quiet
4. Being less interested in advancing in the organization
5. Showing less interest in pleasing the boss than before
6. Avoiding social interactions with the boss and other members of management
7. Suggesting fewer new ideas or innovative approaches
8. Doing the minimum amount of work needed and no longer going beyond the call of duty
9. Participating less in training and development programs
10. Demonstrating a drop in work productivity

Employees who exhibit six or more of these behaviors are most likely about to leave the organization, according to Gardner's statistical formula.

This should also help the boss to address this quickly if he/she can win back the heart of the key staff.

Jegz · by **Jegz** » March 30th, 2019, 11:14 am

To understand and handle this scenario right I think its quite very imperative that good managers understand what could motivate an employee to want to quit.

Don't take it personal!
And...Don't get it twisted, its not always only about money or better pay (though yes very key). But dig this: Often poor management, overworking, and the absence of growth opportunities lie at the heart of an employee’s departure.

With these in mind, a good leader should know where to go from here. My 2 cents.

eMade · by **eMade** » March 30th, 2019, 11:04 am

AK Horsfall wrote:OK sorry I forgot your name, lady gaga

AK Horsfall · by **AK Horsfall** » March 29th, 2019, 11:45 pm

eMade wrote:
AK Horsfall wrote:Just like the above lady said, I will find out what happened for he or she to quit. Then I will look for a way to improve and encourage the person. Both financially and work wise
Who is the above lady? Hmm? I no get name?

OK sorry I forgot your name, lady gaga

eMade · by **eMade** » March 29th, 2019, 8:17 pm

AK Horsfall wrote:Just like the above lady said, I will find out what happened for he or she to quit. Then I will look for a way to improve and encourage the person. Both financially and work wise

Who is the above lady? Hmm? I no get name?

AK Horsfall · by **AK Horsfall** » March 29th, 2019, 1:45 pm

Just like the above lady said, I will find out what happened for he or she to quit. Then I will look for a way to improve and encourage the person. Both financially and work wise

eMade · by **eMade** » March 29th, 2019, 8:08 am

I think I will try find out why he/she wants to leave and look for ways to encourage them to stay. But that's if I really need them. But if not, good luck.

simpl2 · by **simpl2** » March 29th, 2019, 7:56 am

As an employer, what would you do if you found out indirectly that one of your best hands or staff is planning to leave you? Possibly to join a competitor?

This is an interesting question to all employees out there.

Submit your opinions.