Great Talent do not Whine – They Leave

Managers take note – part of your job is to ensure that your good employees stay. These star performers bring you their creativity and overall great talent, which increases your sales. However, they are not there only to impress you, the rest of the team, and your clients. Have you considered what it would mean if they left?

What you may not envisage is that your great talent will not complain. They will keep doing their work until one day, they submit their resignation.

The day they quit and leave.

Where other employees make a stew, your great talent will not always do that. Even though they will speak the truth, they will not speak only for themselves. Their true concerns and complaints will be hidden. They talk with their feet by getting up and leaving. They are more aware of their worth and will find an alternative employer to value them.

Reasons for leaving

Besides management issues such as micromanagement and lack of training to learn new skills, lack of support is one of the top reasons for disgruntlement. As others leave, the worker takes on more duties, or the workload increases, and so do their tasks. A psychological pattern starts developing in which, despite being very valuable to the business, your top talent dislikes the company, its culture, and the manager’s behavior. One day, they will have had enough – and then they leave.

How do you stop your great talent from leaving? 

Here are some tips to retain your top talent.

Communicate

Communication is a critical skill. Managers should apply practical communication skills when working with people. However, even though many managers imagine having excellent communication skills, they still fail with the basics. And here is the bottom line: have open communication, and have it regularly. That means conducting one-on-one chats consistently, such as weekly. You might think this a waste of time – but it’s not. It’s fundamental!

Stay curious

You are working with people, so engage with them and stay curious. Find out a bit more about them and what motivates them. Moreover, find out how they communicate. What is their style – are they introverted or extroverted? Do they like more visuals or loads of text? This will help you to work better, and the worker will feel more connected. That bond is essential − research has shown that those who feel valued are more likely to remain despite more money offered by other companies.

Be proactive

One of the most incredible things you can do is not to burden your core team with low-level tasks. This shows disrespect, and you could negatively affect your mutual bond. Instead, cultivate that bond and do it cost-effectively. You can hire a virtual assistant to take care of these low-level tasks. Such tasks can be more admin-related work, such as managing emails, customer-service work, content creation, etc. The benefit for you is that the virtual assistant can do the work for less than you pay your core team members. Meanwhile, your core team can focus on their work. Plus, your productivity will increase.

Time to take action

A manager has a vital role within a company. In their dealings with the team, they can inadvertently cause friction and be the reason for your incredible talent upping and leaving. Re-hiring new staff is costly, and finding a replacement for great talent is very difficult. You can take three small steps to hang on to your top people. Communicate, stay curious, be proactive, and hire a virtual assistant – it is that simple. Try it out, and let us know how it is going! 

great talent left the office

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