Isn’t it alarming those talented employees will leave successful companies even if they have comprehensive benefits, the latest technology to perform their job, or excellent salaries? So even with the economy being tight for job opportunities, why is it that the most talented and top performers leave? The reasons can be many and varied, but review the areas below for employee disquiet and possible response about bad bosses:

Unseasoned leaders

A company composed of first promoted or immature leaders will find some basic characteristics that can impact all workers. These unseasoned leaders can demonstrate a lack of follow through, a sense of overconfidence in their skills, ignore employee issues they view as trivial, think emotional intelligence is a waste of time, or rely on technology to communicate with others rather than in person.

Rush to fill empty slots.

Often times, employers will want to fill open positions as quickly as possible, thinking they are avoiding any productivity lapses. Consequently, overqualified employees are placed in positions that do not challenge them and experience extreme boredom. On the reverse side, under skilled staff are slotted into positions that require an accelerated delivery of expertise and find they cannot be successful. Your Action: Both recruiters and hiring managers must agree on the specifics of the position, have a screening process or interview team for initial interviews; and then, only proceed with those qualified candidates that demonstrate an interest in being part of the organization.

Insufficient onboarding program

Orientation programs are not the same as onboarding. Integration into a company culture is not an easy task and sometimes requires 60-90 days of on-the-job attendance. As companies hire experienced talent, they presume that their strong technical and functional competence will help them align within the organization, as well as, the ‘unwritten’ rules of the organization, the invisible networks that influence how goals are really achieved. Not so.

Overly rigid culture

One of the major career breakers that are largely ignored today for new hires, staff and executives alike, is the awareness and integration into a company culture. Countless transitioning executives find the challenge of trying to understand a new culture to be confusing and frustrating. Culture cannot be demanded, ‘We will have an excellent culture!” An over rigid culture or strict hierarchy that does not encourage innovation will certainly cause the creative talent to depart.

Meager Acknowledgement and Recognition

Frequently, new leaders can’t express ‘thank you’ viewing it as a personal weakness or an encouragement to their staff to slack off. No appreciation increases for the staff when they know their leader is unable to verbally state gratitude. You will hear statements such as, ‘They should know how to do their job, or They ought to know what is required!’ And, when only stars are acknowledged, not the supporting teams behind them, resentment will begin to set in place. When given the chance, almost all employees will surprise you with magnificent performance when a genuine act of gratitude is expressed.

Inadequate Professional Development

Creating career paths that are well communicated and understood by employees is not something most companies do well. Again, the departures will say it was due to a bad boss.

Folks Leave Bad Bosses