How to Lose Great Employees in 10 Easy Steps

Friday, September 20, 2013

 ● Ignore them – disregard their advice and suggestions.

Great employees don’t expect to have their advice and suggestions noticed or taken seriously.

● Hide them – bury them somewhere so no one knows they exist.

Visibility to organizational executive management and customers is overrated.

● Don’t challenge them – great employees do not want to be tested.

Great employees don’t want any additional responsibilities; they already have enough on their plate.

● Forget recognition – they are happy being the unsung heroes.

There is no need to recognize great employees, anyway they shun the limelight.

 ● Rewards aren’t required – great employees are rewarded by their jobs.

Just working for the organization and their managers is enough of a reward.

● Don’t promote them – they are too valuable where they are.

The organization cannot afford for great employees to move into other roles.

● Exclude from projects – great employees are not motivated by project work.

Great employees would not enjoy the prospects of a special assignment.

● Isolate them – they work best off-line, excluded from other employees.

Working with others on a team is something from which great employees shy.

● Don’t provide training – great employees do not need training.

Great employees are already fully trained and if they are not, anyway, they are insulted by training.

● Exclude from interviewing – they have no insights into a candidate’s potential.

Great employees are uncomfortable interviewing job candidates.

Great employees start with great hires.  Short changing the sourcing, recruiting, and selection process is akin to including out-of-date ingredients in a cake.  Great employers are absolute in their desire to hire the best employees – and to keep the best of the best.