This Might Be Why Your Best Talent Leaves

Hint: It’s not always what you think

Even the best companies see employees leave on their own wishes, but when those people happen to be some of your top performers, you look at the situation a little differently. When that happens, you start wondering what motivated them to quit, and if there was anything you could have done to make them stay.

Those are valid questions, but they aren’t so easily answered – for you or the employee. If a person is truly among your best talent, that probably means their position with your company is solid. And a sure thing is never easy to leave.

The best employees will typically give you the courtesy of a two-week notice (they didn’t get to the top by being unprofessional, did they?), but if that notice is accompanied by a half-hearted or non-negotiable excuse, it could indicate they aren’t disclosing their entire motive for leaving.

Which leaves much to be speculated.

Granted, employees quit for a variety of reasons: they don’t like the work they do, they don’t get enough recognition, they don’t fit into the company culture, they want a better work/life balance, the list goes on.

But as for why your best talent leaves, you might be surprised to discover the one common denominator that influences many departure-related decisions:

It’s not them, it’s you

And, at least partially, your company.

Your best performers usually have it a little better than other employees: they’re probably making more money, they have a good working relationship with upper management, they may enjoy a little more flexibility at work, and they’re comfortable with the job they are doing.

But when one of your top-rated employees decides to jump ship, you should recognize that it’s a serious decision, and it’s typically related (at least in part) to one of several common reasons:

Better job offer (higher pay, more PTO, better benefits)

More than likely, your best employees realize they are your best employees, and expect to be compensated as such. And if they aren’t earning what they potentially could somewhere else, that’s your (or the company’s) fault.

Good employees know their worth, and if they feel they aren’t receiving what they deserve, someone else will be eager to snatch them up.

If you can determine that money is the prime motivator, you might be tempted to offer them a raise if they stay. But that single action could send the wrong message, and reinforce their decision to leave.

Why?

While it might seem sensible, it often makes the employee question why you weren’t paying them what they’re worth in the first place. If you couldn’t afford it then, how will you afford it now?

Not enough recognition or appreciation

Employees need to know their work means something to someone. Even a simple “Thank you” can do the trick. But the majority of employees feel those thank you’s are too far and few between. Again, that’s your fault.

As a manager, you wear many hats, including the one that boosts morale. Without adequate recognition, your top talent may never strive to become better or may fail to chase advancement opportunities.

No advancement opportunities

For entry-level employees, there’s nowhere to go but up. But what about those who have earned their place at the top? Employees may feel they’ve accomplished all they need to and have in a sense “finished” their job. If that’s the case, you’re entirely to blame.

Oftentimes, an employee is so good at what they do that the company feels that person is irreplaceable in their position. But it also limits the employee’s ability to show their company what else they’re capable of, perhaps performing even better in another, more desirable job title.

True, you won’t be able to retain every employee who wants to leave. But your best talent should be worth a little extra effort on your part to maintain a solid relationship.