Finding and retain valuable staff is important for any company. It takes a lot of time and sometimes money to fill a position correctly. Often companies have a problem: they look for a person for two or three months, take them for training, then “slip away” at the stage of the probationary period, and HR managers understand that finding a new employee is even harder than hitting the jackpot at Bizzo Casino. The position remains open, and the team’s productivity decreases. What to do in such cases and in situations where valuable staff who have been with you for a long time have decided to leave?

You need to understand why employees leave, what the atmosphere is like, and what to offer to retain them.

Reasons for Leaving

No Prospects

An employee who has hit a career ceiling and sees no more opportunities may quickly leave the company. Such people find work boring, they see no point in it, and the tasks that brought joy yesterday turn into a chore.

Often a manager doesn’t notice the growth of their subordinates. For example, a person came to you from scratch, trained and became a pro, but the team still perceives them as young and inexperienced.

It’s good to outline at the beginning of the journey what career growth can look like and what results an employee can achieve. It helps see the goal in front of you, not to lose motivation and to understand that there are prospects in the company.

Low Salary

If the salary has not been reviewed for a long time, it’s a reason for the employee to think about changing jobs.

If you have only a fixed wage for certain positions and the amount has not changed for a long time – this can be a good reason for the person to leave.

Conflicts at Work

If there are constant “squabbles” in the team that go past the management and are not solved in any way – this can be the cause of a large “turnover”.

When instead of realizing that “we’re all doing the same thing,” there’s constant squabbling, it affects efficiency within the team and your employees’ opinion of the company as a whole.

Make sure that there is a favorable microclimate in the team.

Lack of Communication Within the Team

There is a good saying that “when you don’t know where you are going, you are surprised when you come to the wrong place”. It’s about the fact that when there are no spelled out goals and an understanding of how and how to get to the results within the team, many will wonder if they are in the right place.

If you don’t discuss plans with the team, don’t share ideas and everyone does something different, first of all, the efficiency of the employees may be low, and secondly, they will have a desire to go somewhere where they will be a part of the same whole. So plan meetings, make calls, communicate with employees, and share ideas. This is important for a healthy microclimate in a team.

Work Doesn’t Make Sense

If the older generation rarely wondered about the meaning of work, now for the Y generation, work must bring pleasure. This includes a variety of meetups, conferences, and the opportunity to show yourself. 

Toxic Corporate Culture

If the company has no respect for employees, conflicts flourish, a person cannot ask for help, their opinion isn’t taken into account, this directly leads to dismissal “of their own free will”.

If you have a high staff turnover, analyze: perhaps the atmosphere is not entirely healthy and it needs to change and create a new microclimate in the team.

No Motivation

The problem of burnout and loss of interest in work is one of the most common.

The danger is that people often don’t notice or prefer not to notice the signs of burnout. As a result, there can be a complete rejection of the sphere as a whole – when a person, even after an already forced rest, will not find the desire to continue doing what he or she liked before. Therefore, rest is just as important as motivation.

Many teams have their system of bonuses – it’s renting or buying a car for the best buyers, and other gifts for performance. In general, there is room to run wild, the main thing is to choose the format that will be closer to you.

A Few Tips to Solve the Problem 

More Freedom 

A person should have fixed duties, but leave room for creativity. When there is freedom of action, the opportunity to be creative, the employee will find more working ties and cool creos. If they only follow a certain plan, without a step to the left and right, you get just a good, but uninitiated performer. So encourage ideas.


The ability to negotiate is important. For example, if your introverted employee is more comfortable working from home, and you can see that his productivity does not decrease, you can offer a hybrid work format: half the work week in the office, half remotely.

Eliminate Bureaucracy

If you can simplify your processes, simplify them. More bureaucracy brings more complicated communication and more confusion.

Psychological Help

Many teams are also recently hiring psychologists to maintain employee morale, and this option is in demand. When a person needs the help of a specialist and can find it on his team – this is also an additional benefit of the employer and the company as a whole.

Performance Review

This is a way to evaluate an employee for a certain period of time working for the company. It’s held in a format of a personal conversation with a person: it helps evaluate their skills and even measure the results of their work. This interview format is necessary to plan a person’s further career growth, to get feedback on their work and to understand their attitude toward their position and the company as a whole.

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