Take a moment and really look at your team. My sense is that you know exactly who your A player is, but have you bothered to check in with them and ensure they are happy? It’s easy to work day after day and rely on that one person that can hit all the deliverables and never really pay attention. Suddenly, (or at least it seems sudden), they give notice and you are stuck wondering how you’ll ever go about replacing them. 

Did you miss the signs?

Did they ask for promotion on their review last year and you failed to find out where you could promote them internally?

Or did they sit…quietly…waiting for you to recognize them?

Big companies and small companies are starting to see how the market has turned. Statistically, Monster job boards reported that 82% of surveyed employees have updated their resumes this year and 59% said they are passively looking for another role.

Throwing more money at the employee isn’t always the answer, so don’t get you checkbook out to quick. Most of the people I interview are looking for career advancement. They perception is there isn’t any room for them to move up or  they have asked and weren’t acknowledged. Confused, they go back to their desk. Over time they become disgruntled. Eventually, they put their resume out there. Considering I interview an average of 200 people a week, if I were you – I’d consider what I’m sharing with you. People do leave and will leave. The real question is what can you as a leader do to prevent it.

Here’s what you can do to make them want to stay:

1) Get rid of hidden agendas

There is nothing more refreshing than a boss that gives a directive and tells you why. Employees want to understand how their job fit into the bigger picture or they lose motivation. If you can’t give them the raise or promotion, that’s fine. Let them know when you can and honor your word. Employees really will understand when you don’t have budget or headcount to promote them on your team. People, in general, are reasonable. But if you don’t have room to promote them raise the flag with HR and partner with them to retain this deserving employee.

2) Formal Mentoring Programs

Many women in today’s workforce long to get into leadership, but need a solid mentor to help them out. While they may have skills, they may need some polish or just help with understanding what is appropriate in your companies culture.  Junior level employees benefit from having an on staff mentor to show them the ropes. Cost effective, mentors bring maximum ROI to organizations. While I know that this sounds like one more thing on the to-do list, it’s worth the effort. Surprisingly, most women that enter into leadership roles state they could use a mentor to help them be successful.

3) Map Career Path

Many companies say they are growing, but they don’t promote from within. Before taking any new job ask, “When was the last time you promoted someone from within?” Pay attention to the level of position and how often a company promotes. If you want to retain, don’t have your employees guessing what the next step is because it’s likely they will find the next role someplace that recognizes their talent and scoops them up.

4) Internal Recognition

As cheesy as this sounds, there is nothing like the top executives in an organization sending an email to a well-deserved employee’ s manager in regards to their performance. If your company has internal awards that showcase excellent performance and behavior, use them. Take the time to understand how your team member likes recognition. Some introverts prefer their name isn’t in lights but would like to have candid one on one feedback about their performance. Other top team members need consistent attention and verbal feedback to keep their head in the game. Recognition isn’t one size fits all.

Bio:

Elizabeth Lions is the author of two business books entitled “Recession Proof Yourself” and ” I Quit! Working For You Isn’t Working For Me.” , with a third book on the way on leadership. She is an author, coach and speaker for some of the largest high tech companies in the United States. She also has the privilege of teaching and developing leaders in the Middle East and Europe.

In fact, she has the best job in the whole wide world.

“Work” isn’t work to Elizabeth.

For more about her philosophies, please visitwww.elizabethlions.com