How to keep a good employee from leaving. Your key employee is leaving

Very often, bosses think about how to keep a departing employee, especially those who faced the problem of finding new employees for a vacancy. It often seems to novice managers that the labor market is full of worthy candidates, and therefore they often do not appreciate those employees who have been working for the benefit of the company for a long time and proven. Sometimes the most ridiculous reason can be the reason for dismissal, and thus the company loses the old employee, and HR managers start looking for new candidates.

And here the problems begin, because despite the huge number of applicants, there is practically no one to choose from. Some have too many requirements, others have ambitions, and still others, in principle, do not understand the desired industry. In order for the work of an employee to be effective, so that he understands what is required of him and joins the team, he needs a fairly long time to get used to, get to know and learn. But after this period has passed, and the employee has adapted to the organization, I absolutely don’t want to let him go free swimming and start training the beginner again.

So, any problem should start with a conversation. Call an employee who wishes to leave the company and try to find out what the reason for this decision is. If he answers that he was offered a position in another organization, do not get angry and act aggressive. Calmly specify what advantages he sees in another organization. The main thing is to conduct a dialogue measuredly, show interest and friendliness. Only under such conditions of conversation, the subordinate, perhaps, will tell you the true reasons for his departure, and not just answer formally and in monosyllables.

If you manage to get a subordinate to be frank, then you can learn how to influence his decision, how to motivate him and what changes should be resorted to in order to avoid losing a reliable subordinate. Perhaps it’s not at all about the amount of wages or the lack of personal account, then you don't even have to invest in convincing the person to stay with the company.

All people, in principle, are individual, and what for another is an incentive to work, for another is an exorbitant load and overwork. So you can compare all aspects of human characteristics, but if you generalize the reasons for the desire of employees to quit, then they can all be divided into four main clusters.

CLUSTER 1. Employees are not satisfied with the amount or schedule of remuneration.

Nowadays, many people are forced to chase to earn at least a little more, so this problem is quite common. Insufficient wages, lack of benefits, bonuses, or - all this can lead to dismissal. An employee in a frank conversation will mention to you that he found a job with higher salary that he does not have enough pay to live, and so on.

After the calculation is completed, divide the amount received between all working months of the year and sum it up with the monthly salary. This will help to influence the opinion of the employee regarding the current work - he will probably reevaluate his priorities and think about what. For example, if there was no free canteen, then how much would you have to spend on food from your salary. Or how much would a daily commute to work cost if the car from the company did not pick up employees and take them home.

In addition, a person will think about whether the same comfort awaits him in a new place, and whether it is worth leaving an already familiar position for the sake of the unknown.

There is another way to solve the situation - changing the payroll system. This does not mean to raise wages, only to change the system. Let's say there are five programmers in your department, two of whom are barely able to complete the task, when the remaining three have already coped with everything and are waiting for new assignments. It may be worth getting rid of those that fall short, and their wages divided among the remaining three. But with such an increase, the load will also increase.

Another way is to enter additional payroll, which will be paid depending on how much the subordinate has reworked the plan. If he gets the job done quickly, offer him additional tasks to complete.

Very often, employees lose their motivation to work when they receive nothing but thanks for a good result. Therefore, this nuance should still be considered. You can organize bonus payments at the end of the month to those employees who have concluded successful deals. Or another way: after each transaction, immediately accrue a small reward.

Sometimes specialists actually get the job done very quickly, most often they are workers in the computer or design field. They see no point in being in the office for eight hours when they can complete the task in half a day, and therefore decide to quit and freelance. In this case, you can offer a person to shorten his working day so that he has additional time and to earn money at home, but he did not leave the company.

A new and very successful form of cooperation is remote cooperation. You transfer tasks via the Internet, a person completes them while at home or somewhere else, and sends you the finished results. If you have any questions, they can be discussed via video call. Payment can also be made electronically.

CLUSTER 2. The employee feels unfulfilled.

How to get out of the situation and not lose an employee.

Try to offer him a job on a new contract or try to change his position

It happens that the manager himself sees that the specialist is ready to take more high position and to do work is more important, but does not have vacancies in company. Then you can find out about vacancies in subsidiaries Perhaps such specialists are needed there.

If possible, review the employee's working hours. Let's say you reduce his time for the activities that he performs flawlessly, and give him a chance to develop in other industries. A professional designer can be offered to work on the design of the site, and not just interiors, for example.

Any person is pleased when his opinion is important. Show the employee that you really see him as a professional: ask him for advice in the area where he works, as if confirming his professionalism. It is very important for subordinates when management consults with them.

All employees strive for different goals: someone is interested in development, someone in salary, and there are those for whom image is important. To keep such an employee, he can be offered a company car, an office separate from the rest - and this will already be enough to delight him.

Many people now work not in their specialty or are not doing what they love. Perhaps your subordinate is an excellent specialist in computer technology, but at the same time, he always dreamed of working for creative work, which makes him leave the company and look for another line of business. How to keep a retiring employee in this case? Surely your organization hosts various events, corporate parties, birthdays are celebrated. Make the employee responsible for these elements of company life. Have him write scripts for parties, organize employee greetings, come up with competitions, and design various posters and newspapers for the company. Thus, a person will continue to work for the company, and at the same time realizes his creative potential.

CLUSTER 3. Problematic situation in the team, discomfort in communication.

A very common situation is when there is discord in a team, and then constant problems in communication between employees begin. This causes valuable personnel to think about why they should waste their time on office gossip and squabbles when they can move to another team and do a great job. In such a situation, in the first place, the leader himself is to blame. He must control his subordinates, and as soon as the slightest conflict arises, stabilize the situation, instill team spirit and respect for each other. But if the situation nevertheless occurred, and the boss did not notice the problem either at the time of hiring, or after, in the process of cooperation, then certain measures should be taken.

How to get out of the situation and not lose an employee

2. The method is slightly superficial, but sometimes it works: when hiring a new employee and for the rest of the established team, certain rules must be introduced. Their main goal is to minimize the possibility of conflicts between employees. For example, you can create such memos, or a poster, where you indicate the basic truths of communication. These may be the most famous facts, for example, when entering a company, leave the negative at the door. Or, if you don't like the work of another, suggest an alternative, and so on. Of course, some people in principle do not perceive such slogans, associating them with parting words from school, but others still sometimes listen to instructions, so it would not be superfluous to introduce some rules of communication in this form.

3. In order to keep a leaving employee, it is necessary to build a friendly and friendly conversation with him. If the boss in the past has always yelled at his subordinates and insulted them, then such good nature will seem very strange. Therefore, it is better to start cooperation without conflicts and, moreover, personal insults. Create a specific regulation that regulates the relationship between the employee and superiors. This document should contain not only the rules of employee behavior, but also regulate the actions and communication of superiors. Here we should point out the prohibition of personal insults, respect for each other and the implementation of other ethical rules of conduct.

4. It happens that people who are great specialists with very good knowledge in the field professional activity absolutely cannot coexist with colleagues. There are constant quarrels, scandals and conflicts, which naturally interfere with the work process. In this case, in order, on the one hand, to keep the employee in the company, and on the other hand, not to disrupt the work of the rest of the team, you can offer him a remote type of work, or allocate a separate office.

CLUSTER 4. Working conditions do not meet the desired and do not suit the employee.

Of course, this cluster of problems is good because they are obvious. If the fact that the employee has a conflict with the chief accountant and therefore he wants to leave, you still have to guess, then everything is much simpler here. But the problem with these problems is the costs that are necessary to solve them. This is good if the problem lies in the wireless mouse, and if the employee lacks a new powerful computer, then more expenses will be needed. The same can be said about organizing the delivery of subordinates, free lunches or the creation of a gym.

If the manager has the opportunity to implement the changes that subordinates so crave, then it is better to actually implement it. In this way, the layoff rate will decrease significantly, and you will be able to limit yourself from the constant problem of finding new employees and adapting them.

Many subordinates who have been with the organization for long term, and who are forced to quit for reasons of lack of comfort in the workplace, would be happy to refuse this if the manager took care of them. So if you really want to keep an employee from quitting, show them that. If you now do not have the opportunity to organize additional elements of comfort, then honestly tell the subordinate about it, promise that as soon as there is an opportunity, everything will be fine. Many actually do not want to part with their usual workplace, colleagues with whom they maintain relationships and an established schedule. It is enough to show a little attention, respect and care for the employee to stay at work. Consult with him, perhaps together you will find a solution to the problem.

Each employee has their own priorities and their own life, based on these factors and their motivation is based. For example, for young people, the best stimulating factor would be a gym at work, or a party in a nightclub, for young parents - a paid vacation and a trip to the sea, and for pensioners and adult employees, health insurance and services of a good clinic are much more important. You should also look at other signs. For example, your subordinate has a car, agree that he will give a ride home to those who live near him, but at the same time you will pay for gasoline costs.

Pay attention to employees- perhaps one of them is really tired, looks tired and needs a vacation, while the other came to work with a headache and should be let go. Thus, the leader will show his concern for subordinates, respect and understanding, which in turn, for many, is the main motivation. An employee would rather choose a caring and conscientious company than move to a strange, unknown team, even if the pay there is higher.

As soon as you receive the news that an employee of the company wants to leave the team, first of all evaluate his professional and personal qualities. If a person does not bring any particular benefit to the organization, or causes constant problems in the team, then it may not make sense to think about how to keep him. If, nevertheless, the subordinate is really a valuable employee, then do not start a dialogue with him with words about a salary increase. It is likely that this is not the main reason for his departure, and other motivational tools can be used to make him wish to remain in the company.

First you need to talk, draw conclusions for yourself about what kind of person your employee is, and what is the reason for leaving. Perhaps a person cannot do many things at the same time, and you overwhelm him with tasks - it is better to give tasks sequentially. Or he does not get along with someone, the conflict should be resolved. There can be a lot of reasons, and in order to understand how to keep a leaving employee, you should find the root cause of such a desire, and only then select options for getting out of the situation.

You have decided to quit your job. Management is offering pay raises and better working conditions to keep you. Is it worth giving in to persuasion or is it better not to change your mind?

Oddly enough, but to decide whether to stay, if they suddenly begin to promise mountains of gold, or to leave in any case, you need to even before you put the application on the boss’s desk. To do this, you need to understand in advance whether you will be detained. If you think so, clearly define the conditions under which you will agree to work further. This will help you not to get confused when talking with your boss.

A lot depends on what drives you. Perhaps you are not satisfied with the salary, but the management is not going to raise it. In this case, staging a dismissal can become a kind of tactic, and sometimes successful. It will take time, effort and money to find and train a new company specialist. Changes in the market have caused wages to skyrocket, and often new workers demand more than old ones. And it might work for you.

However, you must be sure that the promises of the authorities (for example, to raise wages) will not turn out to be unfounded and will be fulfilled. State it clearly. For example: “So, I withdraw my resignation letter and next month I get not 25 thousand rubles, but 35, right?” If you've been with an organization for a long time, you probably know how seriously bosses take their own promises. Remember that an agreement with management on paper is better than an oral one.

Another thing is if your dismissal is not related to the material side, but to the professional side - for example, you dream of career growth and feel the potential to engage in other activities, but here you cannot be offered the position of interest. If the decision to leave is balanced and deliberate, it is hardly worth succumbing to the persuasion of the authorities.

Please note that the organization, just like you, cares first of all about its own well-being. An employee who has expressed a desire to quit, thereby shows the disloyalty of the company. Management will understand that you can leave at any time. Even if it tries to delay you, it should be understood that your position in the company will be seriously shaken. No matter how valuable an employee you are, the company will look for a worthy replacement. She may hold you back to buy time.

It is important to have an extremely adequate self-esteem in order to figure out why they do not want to let you go. Assess your contribution to the common cause of the team and the loss of the company in the event of your departure. Deciding how to respond to persuasion will be easier because the intentions of management become clear.

It is possible that in order to convince you to stay, the chef will try to touch your sensitive strings. For example, accuse you of betrayal. Answer calmly. Separate personal and professional. Report that decision not related to your attitude to the boss or the team. List the main reasons why you are changing jobs. But if your communication with management was not close and trusting before, you should not explain in detail what made you quit. You may not be well understood. Try to behave in such a way as to keep the correct human relations and leave about yourself good impression. After all, leaving for a new place of work, you will continue to build a career. And you may need useful connections and good references from former colleagues and superiors.

• Finding out the reasons for dismissal

• 9 tips to keep an employee in the company

Finding out the reasons for dismissal

In any organization, even the most high-class, large and experienced, staff turnover is a familiar thing. When a person really knows and does his job well, then everyone needs him, and it is naive to believe that "he will not go anywhere." It is better to prevent the loss of specialists than to persuade them to return or look for new ones. Therefore, first of all, find out the reasons for even simple conversations of subordinates on such topics. Forewarned is forearmed.

When you find out that your good employee wants to quit, the question naturally arises - how to keep him? And the first thing you should do is ask the quitter directly. No one leaves work for no reason, and you need to find out if you want to avoid it. Having discovered the reasons for discontent, you can analyze them and change them. Thus, it will be possible not only to save existing people, but also to create best conditions for newbies.

Highly important point- a conversation with a person who wants to leave should not take place in the format of a boss - a subordinate. If it's really important to you to understand how to keep this employee from quitting, he should feel it. When your relationship is trusting, then the person will be honest with you, and you will get real reasons that you can work on, you can analyze and eliminate them, if possible. Or, you can use a survey. As a rule, in questionnaires, people answer more honestly and boldly.

By collecting data and studying it, you can correct these conflict situations both for an individual employee and for the entire staff.

Top 5 reasons to quit

Of course, having found out from one subordinate, you will not be able to get the whole picture of what is happening, you will not know how many more of them are considering this possibility. Therefore, I have selected for you the 5 most frequently arising controversial points, sufficient to leave the company. So:

• It seems to a person that his work is underestimated.This is indeed a very common reason for leaving. And this truth can happen, not even through the fault of the leader. Each person wants to see his significance for the company, his value. Demonstrate to subordinates that the work they do and the result they get is very important for the organization and management.
• The specialist fears the lack of growth.People, in general, can be ambitious, and not so ambitious. There will be no problems with the second ones in this regard - they will be satisfied with their position for a very long time, if not always. But the first always want something more, higher, more responsible - moving forward on the career ladder. It is important for them to know that the authorities not only appreciate them, but also guarantee career growth.
• Fear of not being up to the task.It comes to all of us, at different times. Someone at the beginning of a career path, someone already at the top. In all cases, there is only one way out - to prompt and help. Successfully completed business once in the second no longer causes such violent emotions.
• Feels uncomfortable in a group.This happens very often, especially with beginners, and there are many reasons for this. To strengthen the team spirit, it is very useful to issue interesting team tasks, where everyone can work on an equal footing, organize corporate parties and “team buildings”.
• I did not find a common language with the leader.This can happen both through the fault of the subordinate and the boss. In any case, this frame is really important for the company, this issue will have to be resolved.
• Financial moment.As you can see, this is not the most common reason for change of place. But it's in the top five. It often happens that everything in the company is good - “both the activity is interesting and useful, and the team with the bosses are excellent, only there is not enough money. And there are more in the next office…”. There is only one way out - offer and pay more than competitors.

In addition to a selection of motives for leaving, I also picked up 10 effective tips for you on how to keep a good subordinate.

• Provide development.
  Your subordinate needs to know that he is not only doing a good job, but that you appreciate it. What is the easiest and most efficient way to do this? That's right, promote a specialist.
  But it also needs to be done correctly. Keep in mind that any manager will sooner or later reach his incompetent level. That is, if he copes well with any tasks in his department, it does not mean that he will succeed in leading this department. The thoughtless promotion of such specialists causes harm to both them and the business.
  How then to act? Increase your subordinate's salary, and give him more complex and interesting things to do.
• Listen.
  This is another great way to show staff that their opinions and actions matter to you. Of course, you don't need to do absolutely everything that they advise you to do in pursuit of retaining personnel. But, when these tips are rational and really timely, then they need to be followed, and always with the subordinate who suggested it. In this way, the staff will really see their value, and will strive to generate new great ideas.

• Encourage creativity.
  By following the previous advice, you will be able to improve your present affairs, but there is something for the future. Many people like to create something new and interesting, and believe me, there are some in your organization. Provide them with the best resources and information, as well as freedom of thought, help them to be creative. So you not only rally the team, but also get brilliant ideas for development.

• Get rid of the ballast.
  This is not easy to do, but absolutely necessary. As well as great and purposeful, inefficient and perpetually dissatisfied people in any firm more than enough. That's with them and you need to end the working relationship. Because no matter what you do - no matter how hard you try to improve your enterprise, create favorable conditions for staff and a cozy microclimate in the team - such people will not be enough. And what do they do? That's right, they express dissatisfaction. But not to the management, but to their colleagues, thereby nullifying any zeal.
  Also in this category should be attributed those workers who simply do not cope with the tasks. And say goodbye.

• Work on intra-team friendships.
  Engage people and increase productivity. Give them competition. Form teams, give tasks, and be sure to provide a reward for the best and fastest completion. The staff will feel the spirit of the competition, and will strive to do everything better than others. It is interesting and exciting for any person, and enterprises in which it is interesting to work do not leave. You, in turn, will get a decrease in staff turnover and an increase in performance.

• Allow creative freedom.
  Yes exactly. It is not necessary to control every step of your people. They are so suffocated. Constant control is annoying. They really know how to work better, how to achieve results faster and more efficiently. Follow this strategy - give the task, and do not interfere! People value freedom very much.

• Make friends with subordinates.
  This is a moot point. Not all companies have the opportunity for the manager to support friendly relations with your staff. This may be hindered by the status of the enterprise and the management itself, or the wide geography of offices, or long-established subordination relationships within the team. But, if it seems possible for you and your company, it is worth working with it. When subordinates see that you see in them not only a working tool for profit, but also ordinary people they will feel inner comfort. Agree, it's nice to work with those people who not only appreciate you, but also respect you.

• Dedicate staff to your goals.
  The company has a purpose, and people may not know it. Therefore, it is worth talking about it honestly and openly, showing the desired future to everyone. A person visualizes what he works for. This will be his goal too. In addition, the more a specialist knows about the activities of the company, the more actively he will be involved in the work.

• Pay more than accepted.
  Salaries of workers can be not only competitive in comparison with other firms, but also significantly higher. It's trite, but it works. Each of the great specialists will sooner or later receive an offer from competitors, from which it will be “impossible to refuse”. But, if he already then has the highest income offered by others, no offer will become relevant. After all, wages are high. the best personnel— direct investment in the future of the entire company.

Well, now you've learned a lot about how to keep an employee from leaving., as many as 9 ways. Apply them in practice, all together, or selectively, and do not lose valuable personnel. Of course, do not forget to subscribe, leave your comments and opinions, it is very important to me Feedback! See you soon!

It's no secret that any successful company rests on patient and responsible employees. They are the safeguards against troubles, market fluctuations and crisis. They know exactly what to do and how to do it right. They can work on their day off, train newcomers, take on leadership responsibilities, and help with valuable ideas at the right time. If your "gold employee" decided to leave you, know that problems have begun in your company. In this article, you will learn how to keep a valuable employee from leaving and prevent similar problems in the future.

Main reasons for dismissal

But then, at one fine moment, your key employee writes a letter of resignation. What to do? Responsible and serious workers never take a step into the void. They think over their departure from the company for months, looking for work,. It will not work to keep such an employee with empty chatter, since his application is a formality, which is the final touch in the process of changing jobs. But if you give a person guarantees and a clear vision of possible changes regarding pay and working conditions, career growth, then your chances to keep valuable employee increase.

First, find out the true motive for his decision. If a person opens up to you and reveals the motives for dismissal, then you will have a chance to influence his decision.

There are three main reasons for leaving:

• low salary;
• poor working conditions;
• lack of professional recognition and career growth.

How to prevent the layoff of valuable employees

Dismissal good employee, indicates that the situation in the company is out of control. Employees are devoted to themselves, they are not monitored, managers do not communicate with them, all their dissatisfaction and resentment remain with them. The employee sees that no one needs his problems, how to earn more, he does not know how to climb the career ladder, is also a question. What to do? The decision has been made - I need to change jobs, maybe they will appreciate my abilities and allow me to realize myself.

The company's management must monitor in order to respond in time to dissatisfaction and problems that have arisen. In this way, you can prevent the departure of valuable employees long before they have the desire to quit completely and irrevocably.

Key Methods for Retaining Valuable Employees

If your valuable employee already decided to take such a step, it will not be easy to keep it, but there is a chance. There are two ways to retain a valuable employee:

• Method of intimidation and promises. It is based on the intimidation of the employee by the uncertainty and difficulties that he may face when looking for a job. For example: “You have been working here for five years. You know everyone. You are at home here. Why are you having difficulty? In company X, for example, the worst employee of the month is fired based on sales results. Heard about this? We don't have that. The company in you has invested money in training, be grateful for it!” or "Come on, don't be in a hurry! We are about to open a vacancy, we will consider your candidacy immediately! or “Are you sure that you will earn as much in a new place as here? Are you sure that the transition is considered and you will not regret it?

This method works and is actively used in many companies. But this approach only works on soft people, and even then not on everyone. If an employee is confident in himself and his abilities, he cannot be stopped in such ways. The method works great for those who succumbed to momentary emotions or the influence of someone else's opinion and thoughtlessly wrote a statement. Such arguments (see above) sober up the employee, a feeling of harsh reality returns to him, and temporary indignation fades.

• Method of action and loyalty. If you really want to keep a valuable employee, you need to provide guarantees that will make the person think and he will actually stay with the company. Having identified the motive for dismissal, you can put pressure on this point and fix everything.

For example: “Okay, you are unhappy with your salary, we will fix that. I apologize for the fact that we unfairly assessed your contribution to the company - we will correct this too. Let's you pick up the application, and at the end of the day I'll be ready to make you an offer that will come into force tomorrow. I promise you will like it! Then we'll discuss everything." or “I agree that working late is draining and demotivating. It is very important to us that you continue to work within the walls of our company. We are ready to review your schedule and make it more flexible. We will redistribute the load, give assistants"- this method of action and guarantees.

Beautiful, isn't it? The method of action and loyalty, the employer applies when, indeed, with the departure of an employee, the company is waiting for a collapse and large financial losses. In fact, the company becomes a hostage of such an employee, until a “cheaper” candidate appears.

There are several opinions about monetary motivation. Many HR argue that if an employee is dissatisfied with the salary, then there is no need to rush to raise it, you need to convey to him what his salary consists of - a social package, corporate parties, trainings. Then make sure that the RFP is really the average market, and if it is lower, then, of course, equalize it.

There is also an opinion that monetary motivation is one of the strongest for low and medium-paid professions. A person's dependence on money makes him work for two. But when he works for three and is paid as one, even the most patient employee will not last long. If the employee really has a status - valuable, pay him as much as you can, you know that he will work this money in full. Do not let such specialists run away from you with resentment, powerful anti-advertising and clients.

In positions where wages are calculated in the thousands of dollars, monetary motivation stops working, as the chronic dependence on money disappears. A person measures his benefits no longer in money, but in higher categories, for example: internal realization, ambitions, achievements, personal comfort.

Conclusion

Despite your best efforts, it will be difficult for you to change the decision of the employee, because he no longer trusts you, and maybe even angry at the company. But the methods and methods described in this article will help you do everything possible to keep a valuable employee from being fired and prevent employee turnover.