You’ve likely heard the saying that people don’t quit a bad job, they quit a bad boss.
That’s part of the equation, but it doesn’t show the full picture.
Losing an employee takes two steps: outdated work practices and poor leadership.
No one shows up on their first day of work hating their boss or the company. We’re all excited about new opportunities and ready to jump in and make a difference. In many cases, we’ve been told stories about how great it is to work for the company.
But over time, employees slowly lose that excitement until they have nothing left.
It doesn’t necessarily happen all at once. But little things can add up: the frustration of having to work with clunky systems every day, having to fight through bureaucratic red tape to get your voice heard, a manager who only cares about their own success, co-workers who take credit for your ideas–the list goes on and on.
Eventually, those outdated work practices and poor leadership become too much for even the best and brightest employees to deal with. So they go somewhere else.
If you want to attract and retain great employees, you must build a strong employee experience. That requires developing your organization in the three key areas: physical space, technology, and culture.
Creating a solid employee experience means being willing to change, encouraging innovation, and empowering employees. And it means being a motivating and inspiring leader and developing the next generation of leaders who do the same.
Are you creating practices that put employees on the path to leave, or are you creating practices that keep them engaged and excited?
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