“Those who know their worth would never compromise with the less.”
The brightest gem of the company can soon become the asset of its competitor if they fail to serve value on time. Talented employees have more tendency to shift to new employers mainly because they are well aware of their worth and are intelligent enough to estimate when the company has nothing left to give them. Out of the many reasons because of which a company can lose their valuable asset, these are the most common ones:
Limited opportunities to grow
Top talents look for improvement and a better day tomorrow. But most of the organizations try to maintain a balance giving no space for change and innovation. Growth doesn’t come from monotony and high performers understand it very well.
Having the same responsibilities and repeating the day over and over with nothing challenging or new is always the biggest cause for the dissatisfaction of the high-performing employees.
Whether you make a fair compensation or not, and whether your employees are happy with their duties or not, they would probably get attracted to other companies if they won’t be able to see scope for their personal growth in your organization. There are always brighter opportunities waiting for the top performers to gravitate them to other organizations.
Not being appreciative
Top employees are full of ideas and creativity. They try to involve themselves as much as they can and would love to give some suggestions even if they are not allotted that particular project. Ignoring their inputs just for the sake of egoism is yet another reason which makes them feel not valued. Also, those who have spent late nights working hard to ace above the others, feel the urge to be appreciated for their efforts. A paycheck at the beginning of the month can’t subside their desire to seek acknowledgment.
A stingy boss
Although compensation is not the only motivator for the high performers, the paycheck does play its role in the overall satisfaction of the employees. Not paying enough is like inviting your top employees to attend an interview session in your competitor’s company.
Insecure managers
Companies with lots of internal drama amongst the employees are yet another pool where talented employees don’t want to dive for longer and waste their time. Being better than everybody else, even your managers and seniors come with some enviousness and resentment. Insecurity of losing power or position might make the managers act out aggressively and undermine the efforts of high performers. And like they say, a poor manager can never handle the talent of excellent employees.
Toxic workplace
The best and brightest are always kept as target behaviors by the managers for the other employees. This often creates negative competition, as the high-performing employees expose the incompetence of average employees. Hate builds up as top employees are considered as “rate busters” and “not team players”. Peer pressure might force them to underperform which is not accepted by the hard workers.
Impractical expectations
Always performing well leads to expectations and sometimes they are quite unrealistic to achieve. Such a situation ends up with one of the two consequences- either it breaks the confidence of employees and they lose the charm of high performers or they understand the twisted scenario and decide to choose the exit door. Anyhow, the void for a top employee is already created in the organization.
The bottom line
Top employees are perfectionists and if they feel you aren’t, then there’s nothing stopping them from carrying their perfection to another spot. For keeping them, you have to become worthy, listen to their voice, and appreciate their talent.