When your best employees leave, it is easy to assume they were offered a much bigger salary or significant perks. However, employees often leave because of small decisions by the company that make them feel they are not valued, according to Inc.
Although each decision may seem small, when viewed together they can communicate that you value profit over people. Inc. shares the following decisions that can lead to employees feeling they are not important.
- Cutting incentives “just a little.” Sometimes leaders will try to improve margins by reducing a financial employee reward, such as a bonus or commission. However, even if the reduction is small, this can send the message that though the workload remains the same, your team members will be rewarded less, which is not great for morale. Try to include those affected when considering changes to incentive structures so you can try to find an adjustment that benefits both sides.
- Productivity tracking that undermines trust. Heavy tracking systems tell employees their leaders do not trust them to do their work. If an employee is underperforming, they may be closely monitored as part of managing performance. However, the message changes when applying those systems to everyone else, including high performers. Broad use of such systems often erodes motivation and slows productivity.
- Removing “small” employee perks. If a company cannot always compete regarding salary, it finds other ways to show appreciation, such as team lunches, thoughtful gifts, professional development, or providing snacks and drinks in the office or at the job site. Removing or reducing these perks may indicate to employees that leaders view them as a cost to be managed rather than as people.
