An employee's expectations are less on financial fronts, but more towards how he's treated and how he is valued. Much of this depends directly on the immediate supervisor. If organization is losing good people, then their immediate supervisor are to be analyzed. More than any other significant reasons, they are the reason people stay and thrive in an organization. "People leave managers not companies"
The first time, an employee may not quit because the associate shows a degree of tolerance, but a thought of quitting the organization has been planted by the associate. The second time, the thought gets more strengthened and the associate starts evaluating his/her market value. And by The third time, he starts looking for other job opportunities as he/she is very firm on quitting the current organization.
Analysis reveals that the employees leave because they have been pulled away by "more pay" or "better opportunity." Yet, more than 80 percent of employees leave because of the "push" factors related to poor management practices or toxic cultures that drove them out.
How to prevent it
The basic step of employee retention is “employee satisfaction”, as they are no longer employees, but are Internal Customers to the organization. A strong association exists between employee retention and the quality of service delivered by the Organizations.
If an employee feels sidelined or not getting due respect/returns, discord is unavoidable.
Loss Analysis Cost involved in losing a talented employee. 1) There’s the cost involved in finding a replacement. 2) There is cost of training the replacement. 3) There is cost of not having someone to do the job in the meantime. 4) The loss of hold the person have on the workflow and processes 5) The loss of morale in co-workers. 6) The loss of trade secrets this person may now share with others. 7) A person leaving an organization becomes its brand ambassador, for better or for worse.
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