Ever had that sinking feeling when a star employee hands in their notice? It’s frustrating, isn’t it?

So, let’s cut to the chase! When someone leaves your business, it’s usually not about the money or the perks – it’s about something much deeper.

In my experience, people leave because they’re fed up with how they’re treated. If you’re losing good people, it’s probably for one (or more) of these reasons.

Office Politics: The Silent Killer

Let’s be blunt – office politics are poison. It’s the drama no one asked for, yet it’s everywhere. If your workplace is more like a soap opera than a business, don’t be surprised when people start plotting their exit. Employees want to do their job, not navigate the murky waters of backstabbing, gossip and favouritism.

Top Tip: Stamp out the politics or watch your top talent vanish.

Unpaid Overtime: Exploitation in Disguise

Here’s a newsflash! Your employees aren’t volunteering. Expecting them to clock extra hours without pay is nothing short of exploitation. It’s not just about the money; it’s about respect. Force people to choose between their life and their livelihood and they’ll choose to go somewhere else … probably at a company that values their time. We should not be focusing on creating a presenteeism culture where working long hours is valued, rather we should be focusing on outcomes and productivity. That person who can nail a brief in half a day is far more valuable that the person who takes much longer.

Top Tip: Focus on outcomes, not time and watch your productivity grow and your people be happier with a better work-life balance.

Rigid Work Policies: The Dinosaur Approach

Stuck in the 9 to 5 grind? Dolly Parton days are long gone. It’s time to evolve. Today’s workforce demands flexibility. People have lives, families and responsibilities outside of work. People want to cut the commute and work from home where possible. If you’re still clinging to rigid work hours and no flexibility, you’re practically pushing people out the door. We are still seeing this, despite some big names trying to force their employees back into the office full time. As a small business leader, you don’t have the clout to attempt this foolishness so don’t even try.

Top Tip: Ignore this at your peril!

Micromanagement: The Fast Track to Burnout

Micromanagement is the equivalent of telling your employees you don’t trust them. It’s exhausting, demoralising and it kills productivity. Your people were hired for their skills and expertise, for goodness’ sake, let them use it! If you can’t resist hovering over their shoulder, don’t be surprised when they start looking for a manager who trusts them to do their job.

If you don’t feel you can trust your employees then that’s a you problem. You either hired badly or you have communication/process issues. Either way, I can help you rehab!

Top Tip: Set out your expectations and ‘what good looks like’ – then hold people accountable. It’s a lot easier than micromanaging.

Empty Promises: The Ultimate Betrayal

There’s nothing worse than being strung along with empty promises. “You’re next in line for promotion,” they say. But months or even years later, nothing changes. If you’re offering stuff like promotions that never materialise, you’re betraying your employees’ trust. People will only wait so long before they realise they’ve been conned and find a company that actually delivers.

Top Tip: Under promise and over deliver – works for customers and employees alike.

Underpaid and Undervalued: A Recipe for Revolt

Pay your people what they’re worth – end of story! Underpaying your staff is a sure way to make them feel undervalued and when people feel undervalued, they leave. It’s not just about the money by the way; it’s about recognising their hard work and contributions. Fail to do this and you’ll be left wondering why your best employees are taking their talents elsewhere.

Top Tip: The words ‘thanks for doing that, it’s appreciated’ go a long way.

Exclusion from Key Decisions: The Ultimate Snub

Nothing says “you don’t matter” quite like being left out of important decisions. Your employees aren’t just cogs in a machine; they’re valuable contributors with ideas and insights. If they’re constantly excluded from the decision making process, they’ll soon decide they don’t belong there at all. Want to keep your team engaged? Let them have a say in the decisions that affect them.

Top Tip: Not everything needs to be decided with your employees but with decisions that affect them, its critical that they have a say.

Toxic, Absent, & Unsupportive Management: The Deal-Breaker

It’s pretty simple – bad management drives good people away. A toxic or absent manager can turn a dream job into a nightmare. If your leadership team is more focused on their own power than on supporting their staff, it’s time for a serious wake-up call. People don’t just want good managers; they need them. Without that support, they’ll look for it somewhere else.

Top Tip: Never promote someone to a manager/leader role without sending them on leadership training. This is something we can do for you.

The Harsh Reality

When employees walk out, it’s usually because they’re fed up with one of these issues. The silver lining?

You can fix this!

Create a workplace that values its people, respects their time and supports their growth, and you won’t just keep your best employees … you’ll attract more. Yay!

Next time someone hands in their notice, don’t just shrug it off. Take a hard look at your workplace. The reason they’re leaving might be staring you right in the face.

Stay proactive and contact us for tailored advice and strategic planning.