There’s a common notion that employees are the most valuable asset of any company. Their knowledge, skills, and expertise play a huge role in the business’ success, such that employers would do everything to prevent their best employees from looking for job openings, packing their stuff and walking out the door.
Why do good employees quit? Not being attentive enough and showing a little sensitivity can make your employees change their minds and question their capabilities. Here’s a list of the 8 practices that you, as a superior, might be doing to help them arrive at such decision and look for other jobs in the Philippines.
Exploiting your workers by bombarding them with deadlines and tasks that aren’t part of their job description can cause huge damages.
Forcing them into extending their office hours because of their unmanageable workload, reducing their time off from work—considering that Filipinos are very family-oriented, can be one of the reasons for their resignation.
Giving conflicting instructions and relentlessly bugging them regarding a certain project’s progress can add to the pressure that are included in the whole ill-using concept too.
Not Acknowledging Hard Work
Employees who continuously prove that they are worthy of the position, but are not receiving appropriate recognitions for their efforts and are not being rewarded with employee perks or company rewards such as Christmas baskets, giving basic commodities (e.g. sacks of rice), and hosting a company outing would definitely feel less motivated.
Offering Promotions to Others
Hardworking employees, of course, want to be promoted. So considering promotions to the less deserving workers would significantly affect the diligent one’s enthusiasm and even think of partialities happening in the company.
Decreasing Their Salaries
Anyone would become furious upon learning that there would be a reduction in his income—with or without valid reasons. What makes it worse is when you seem to be not open for any adjustments and questions regarding your decision.
Changes in Rules
One of the reasons your employees love your company so much are your rules and regulations. If you play with them by implementing changes regarding their schedules, dress code, and use of personal devices, to name a few—they might reconsider their employment details.
Not Being a Role Model
As a leader, it’s expected that you’re always at your best. But by setting a bad example to your inferiors, such as coming in late, taking leaves frequently, difficult to contact, and slacking while in the office where everyone can see you, your employees would realize that there’s no growth in your company.
Making Personal Attacks
Another reason that makes employees stay in a company is a good relationship with their supervisor. Once you turn things around by not making your staff feel appreciated anymore and making personal attacks on them —particularly if they are not related to work, can become a factor in their decision.
Meddling with your employees’ personal lives and making an issue out of it should be avoided and not be brought up during office hours and even in the office premises to prevent unwanted clashes between workers.
Restricting Career Growth
When people work, they want to showcase their competencies and experiences not only to contribute to the company but for improving their self as well. When it comes to self-growth, a lot of Filipinos would want to pursue further education or even establish their own business.
If you confine them within certain restrictions, they’ll realize that being in the firm would only bring about damages to their creativity, intellect, and personality instead of growth.
If you continuously do these eight practices until your purportedly best employees become burnt-out in all aspects of life and entirely kill their morale, it follows that they’ll begin searching for other options and be fully convinced of leaving the company. This is why at Spiralytics, we avoid these wrong practices and make sure that our employees feel that their hard work and dedication are valued.