How do experienced headhunters retain valuable talent? How to keep an employee from dismissal Assessment employee quits how to keep

• Finding out the reasons for dismissal

• 9 tips on how to retain an employee in a company

Finding out the reasons for dismissal

In any organization, even the most high-profile, 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 person leaving directly. No one leaves work without a reason, and you need to figure it out if you want to avoid it. Having discovered the causes of dissatisfaction, you can analyze them and change them. In this way, it will be possible not only to save existing people, but also to create the most Better conditions for newbies.

Very important point— a conversation with someone who wants to leave should not take place in the boss-subordinate format. 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 will be able to analyze them and eliminate them, if possible. Or, you can use a survey. As a rule, people answer questionnaires 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 for quitting

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 issues that are 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 really can happen, even through no fault of the manager. Every person wants to see their importance for the company, their value. Demonstrate to your subordinates that the work they do and the results they achieve are very important for the organization and management.
• The specialist is afraid of lack of growth.People, in general, can be ambitious, and not so much. With the latter, there will be no problems in this regard - they will be satisfied with the position they occupy for a very long time, if not always. But the former always want something more, higher, more responsible - advancement on the career ladder. It is important for them to know that their superiors not only value them, but also guarantee their career growth.
• He is afraid that he cannot cope with tasks.It happens to all of us, at different times. Some are at the beginning of their career path, others are already at the top. In all cases, there is only one way out - to suggest and help. Successfully completing a task once a second time no longer evokes such strong emotions.
• Feels uncomfortable in a group.This happens very often, especially with beginners, and there are many reasons for it. To strengthen the team spirit, it is very useful to give out interesting team tasks, where everyone can work on an equal footing, organize corporate events and “team building”.
• Have not found 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 is included in the top five most common. It often happens that everything in the company is good - “the activities are interesting and useful, and the team and management are excellent, but there is not enough money. And in the next office there’s more…” There is only one way out - offer and pay more than your competitors.

In addition to a selection of reasons for leaving, I have selected for you 10 effective tips on how to retain a good subordinate.

• Provide development.
  Your subordinate needs to know that he not only does a good job, but that you appreciate it. What is the easiest and most effective way to do this? That's right, promote a specialist.
  But this also needs to be done competently. 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 be able to manage this department. Thoughtless promotion of such specialists causes harm to both them and the business.
  What should we do then? Increase your subordinate's salary and give him more complex and interesting things to do.
• Listen.
  This is another one great way Show your staff that their opinions and actions are important to you. Of course, in pursuit of retaining staff, you don’t need to do absolutely everything they advise you to do. But when these tips are rational and truly timely, then they need to be followed, and always together with the subordinate who proposed it. This way, staff will truly see their value and will strive to generate great new ideas.

• Encourage creativity.
  By following the previous advice, you can improve your current affairs, but there is something for the future. Many people like to create something new and interesting, and believe me, there are such people in your organization. Give them the best resources and information, as well as freedom of thought, and help them be creative. This way you will not only unite the team, but also get brilliant ideas for development.

• Get rid of ballast.
  This is not easy to do, but it is absolutely necessary. Just like there are more than enough magnificent and purposeful, ineffective and eternally dissatisfied people in any company. This is where we need to end our working relationship with them. 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 - it will not be enough for such people. What are they doing? That's right, they express dissatisfaction. But not to the management, but to their colleagues, thereby nullifying any diligence.
  Also included in this category are those employees who simply cannot cope with the assigned tasks. And say goodbye.

• Work on intra-team friendships.
  Engage people and thereby increase productivity. Offer them competitions. Form teams, give tasks, and be sure to provide a reward for the best and fastest completion. The staff will feel the spirit of competition and will strive to do everything better than others. This is interesting and exciting for any person, and they don’t leave companies that are interesting to work for. You, in turn, will receive a decrease in staff turnover and increased performance.

• Give creative freedom.
  Yes exactly. You don't need to control every step of your people. They're so suffocated. Constant control drives you crazy. They really know how to work better, how to achieve results faster and more efficiently. Follow this strategy - give the task and don’t interfere! People value freedom very much.

• Make friends with your subordinates.
  This is a controversial point. Not all companies have the opportunity for a manager to maintain friendly relations with his staff. This may be hampered 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’s worth working with it. When your subordinates see that you see them not only as a working tool for making a profit, but also as ordinary people, they will feel inner comfort. Agree, it’s nice to work with people who not only value you, but also respect you.

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

• Pay more than accepted.
  Employee salaries can be not only competitive compared to other companies, but also significantly higher. It's corny, but it works. Each of the top specialists will sooner or later receive an offer from competitors that will be “impossible to refuse.” But, if he already has highest income, none of the proposals offered by others will become relevant. After all, the salaries 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 don’t lose valuable personnel. Of course, don’t forget to subscribe, leave your comments and opinions, it’s very important to me Feedback! See you soon!

Every employer dreams of a promising and qualified employee who will bring income to the company. But under the influence of a number of certain reasons, an employee may have a desire to quit and change jobs. Next, we’ll look in more detail at 5 ways to keep an employee from leaving.

Navigator by methods

1. Method. Salary increase

Quite often, employees are not satisfied with their wages. In addition, similar companies may offer better working conditions and wages. If a company can afford to increase wages, then it is worth trying this method in order to retain a valuable employee. It is necessary to compare all the advantages and disadvantages, and also determine the value of the employee. If he brings income to the company, then it is worth increasing his salary. Ideally, you need to talk with the employee to find out the true reason for his action and desire to change jobs.

Interesting: 13 ways to protect yourself from manipulation in business communications

2. Method. Bonuses and awards

If it is not possible to increase wages, then you can issue a one-time bonus. Various bonuses are also an excellent stimulant. So for each positive work you can give bonuses, which allow you to receive certain benefits or a salary increase. This way you can organize trips for active employees or give gifts.

This stimulation is irregular, which is a positive thing for the company. At the same time, employees are pleased to receive various awards from time to time for conscientious work. This automatically increases their productivity levels and has a positive impact on the company's income.

3. Method. Career

Most employers try to retain employees by increasing wages. At the same time, there is a category of people who are not very concerned about the material side. They are trying to reach heights in life. So you can offer more high position or create it for a qualified and valuable employee. This is a tempting offer for those who want to succeed in life.

Interesting: 10 ways to sabotage

Every modern employer should know 5 ways to keep an employee from quitting.

4. Method. Increasing the importance of the subordinate

However, it is not always possible to create a position for a valuable employee for a number of reasons. It is also not always possible to increase wages. In this case, it is necessary to raise the authority of a valuable employee in the team. This way you can entrust him with an important task. An employee may become the manager of an important project or entrust him with training other employees. Others need to highlight a valuable employee in the team and demonstrate his importance. This will automatically increase his self-esteem and productivity. An employee who is loved and respected in the team will hold on to his place.

5. Method. Analyzing the climate in the team

It is necessary to conduct a small investigation to establish the true situation in the team. Thus, an employee may conflict with other subordinates, he may even be insulted and disrespected. An unfavorable situation in the team automatically negatively affects the mental state of employees. Therefore, it is necessary to find out the absence or presence of such factors. If possible, it is necessary to improve working conditions, transfer a valuable employee to another team or create another workplace for him.

Interesting: 10 ways to motivate employees

The employee may also have personal problems, for example, in the family. These could be conflicts with his wife, illness or even the death of loved ones, which negatively affect the employee’s state of mind. Therefore, it is imperative to find out the situation and help the employee solve his personal problems.

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But it is they who competitors try to lure in the first place, and often the employees themselves leave in search of a better life. HR experts believe that it is better to prevent the loss of talented and qualified personnel in advance than to convince those who have already decided to quit.

Why are they leaving?

The overwhelming majority of employees make the decision to quit not spontaneously, but under the influence of various circumstances and reflections. Motives can affect both professional areas, and personal. Although finances play important role in retaining promising specialists, the size of the salary does not always determine the desire to move to another company.

There is a fairly common misconception that if a smart employee’s salary is increased, he will stop looking “to the left” and will stay. Practice shows the fallacy and limitations of this view. In addition, not every company can afford to constantly increase remuneration amounts, especially in “overheated” segments of the labor market. Of course, if the amount of financial compensation is below market value, then it is necessary to increase the salary to the level of the main competitors.

An alternative option is also possible, which also provides for an increase, but only for a specific part of the work performed. At the same time, the salary remains at the same level or changes slightly. For example, a valuable and talented employee is entrusted with management interesting project, for the successful completion of which a premium or bonus is awarded. In this way, the issue of financial dissatisfaction is positively resolved and new professional challenges are offered.

If the decision to quit is made by a creative employee, then it is possible that he is simply bored with doing his usual job. In this situation, changing activities and changing the usual environment helps a lot. If a person is given more independence in resolving issues, this may increase his interest in the responsibilities he performs.

Another motive for switching to new job is the desire for a higher status. It's about not necessarily about vertical career growth. Perhaps the employee needs more recognition and attention from management, colleagues and subordinates. Good results can be obtained in a very inexpensive way - by giving such a specialist the status of an expert. It is important to ask for his opinion during meetings, assign him the responsibility to provide comments to the media on professional issues, and in certain cases, offer the role of a mentor for young professionals. However, the effect of such measures can only be if the employee is initially loyal to the company.

Playing ahead

Many experts in the field of personnel management believe that it is easier to prevent the desire to move to a new job in advance than to persuade someone who has already made their decision. It is important here not to miss the first signs that an employee is starting to think about changing employers.

To prevent the drain of talented specialists, you need to know what motivates each of them to work in this particular company. Factors can be very different and do not always coincide with the manager’s opinion or standards corporate culture, which is why individual work is so important.

The ability to independently control and direct the course important events in one’s life is initially inherent in human nature. Even if an employee verbally declares a desire for constant change, he still has a need to manage it. Experienced managers know that predictability of the company's further development is important for building staff loyalty.

Employee involvement plays a key role in the formation of a motivation system. If a creative and enterprising person constantly proposes ideas that remain unheeded, then one day he will simply get tired of it. Seeing no further prospects for informal approach, he will perform his duties mechanically. A decrease in the level of involvement directly negatively affects the level of loyalty.

A timely decision to promote a valuable employee can prevent his dismissal. However, not all companies have this opportunity, and in structures with a rigid hierarchy it is almost impossible to create new position"under a person." The solution to this situation is seen in horizontal growth. An employee interested in self-development can always be “tempted” by advanced training courses, interesting training or a master class. Some employers offer training at corporate universities or have partnership agreements with universities. However, it is necessary to understand that with professional growth the market price specialist So, unless we are talking about weekend training, employee training implies an increase in his salary, even if only symbolically.

Working with reasons for dismissal

If an HR specialist is faced with the task of retaining a valuable employee, then first it is necessary to determine the motivation. A simple question“Why did you decide to leave our company?” is usually not enough. Such a conversation is always stressful, so usually a person tries to diplomatically avoid direct answers.

To understand the real reasons for an employee’s dissatisfaction with his current place of work, you can ask how he sees his future employer and how his current unfulfilled expectations are reflected. If a person focuses on career growth or greater independence, a parallel should be drawn with his current situation.

You can also go back to the first weeks of work in this company and ask to talk about expectations for that period. Based on this, analyze to what extent he managed to realize his plans.

When speaking with an employee, it is important to pay attention to the wording used. A large number of “not” particles directly indicates that he is not satisfied. For example, when describing his future job, he says that he “will not have to write reports most of the time,” and this clearly indicates a dominant motive.

Sometimes it can be difficult to recognize in time that a valuable employee has decided to move to another company, and it is not always possible to make an adequate counteroffer. But in any case, this dismissal should be a serious signal to management about the need to revise its talent management policies. Even if you can’t persuade a person to stay, it is important to diagnose the reasons why he decided to leave and, perhaps, prevent the beginning process of a mass outflow of staff.

Despite the crisis observed in the labor market, today some employees dare to submit their resignations. at will. Therefore, in some companies there may be a shortage of specialists and people continue to leave enterprises and companies on their own initiative. Why did the employee quit voluntarily?

What precedes such a decisive human action?

Reasons for voluntary dismissal

You can make a list of the most common reasons, because of which workers leave their jobs and start looking for another job. It should be noted that the reasons that prompt a person to change their usual place of work are different, for example,

• low salary
• remoteness of the office,
• family problems,
• heavy schedule
• changing one boss to another,
• conflicts at work or
• impossibility of career growth.

The reasons for voluntary dismissal can be divided into three main groups:

1. low salaries, lack of financial incentives and social packages, as well as the payment of salaries “in an envelope”;
2. professional responsibilities and functionality of a specialist;
3. psychological side of the problem: relationships with the boss and other colleagues.

We can consider five main reasons that are the catalyst for an employee to voluntarily leave his company.

1. Salary is below the industry average

Having started a new job, an employee does not immediately think about the material component of his work. Through certain time comes the understanding that wages could be significantly higher elsewhere.

An employee can make his own analysis of salaries in the market according to his position. If he is satisfied with the results of the analysis, then he does not raise the issue of revising wages. If his salary is below the industry average, then he begins to think about changing jobs.

Gradually, the employee develops an understanding that his salary does not correspond to the level of his work, then his professional interest fades away, and resentment grows that he is not appreciated. In the end, he still leaves his job. It should be noted that often the manager finds out the real reason for dismissal very late, or rather, after the employee has resigned of his own free will.

In order not to lose qualified personnel, company management needs to conduct an analysis wages in the labor market, based on the results, index the salaries of their employees.

If for one reason or another it is impossible to increase salaries in a company, then attention must be paid to the non-material motivation of key employees. It happens that intangible conditions are perceived by employees even higher than material ones. For example, involvement in interesting tasks and projects that contribute to professional growth employee, employee “horizontal” movements that can improve his resume for future employers and much more.

But such non-material motivation is a kind of fine tuning that is not easy to implement in practice. Therefore, of course, issues of material motivation, issues of wage growth following changes in the labor market are the most important part of the work to retain key, necessary employees.

2. Lack of career growth

During the interview, employers “paint” in the most rosy colors the job prospects of the applicant whom they want to get into their company. They talk about his future professional and career growth in the company, bonuses, etc.

However, in real conditions, everything may turn out to be empty promises. Lack of career growth is a common reason for leaving. The newcomer begins to work with great enthusiasm, conscientiously fulfills his duties, strives to perform his functions better and better, but the promised “X-hour” never arrives. The employee's complete disappointment ends with a banal statement of resignation of his own free will.

To prevent such a situation, every manager must create a real system of professional development for each employee in his company, carry out regular assessments of staff abilities, organize training and have a good personnel reserve.

And here the employer can do a lot to increase interest. For example, the development of a system for submitting proposals for improvement makes it possible to involve many employees in tasks and projects that are interesting to them, I emphasize, to them.

You can also be more creative. There are examples when an employer, in order to increase interest in work, abandoned strict job titles and invited employees to choose for themselves what they liked. A kind of game, but it increases interest in work, even boring in nature. But yesterday the worker did it in the status of, say, an engineer, and now he is a “designer” or “inventor.”

There are also examples where employers refused strict organizational structure. And they allowed workers to work in conditions similar to modern offices of the so-called coworking, which means “office for collaboration».

Imagine an office in the form of a cafe with tables. Any employee with his own laptop sits down at any of them together with someone he likes (by mutual agreement, of course), and works at this table, while drinking tea, coffee, etc.

Whether such workers will work worse or better is a question for management theorists, each of whom will prove their own. But in practice, working in such an office is much MORE INTERESTING than in the usual open office or sitting in separate offices with official signs. It is unlikely that anyone will argue with this. This means that the task of increasing interest has been solved in a rather original way and is not too burdensome for the employer.

No one will argue that the examples given are far from the only opportunities to raise the interest of employees, and thereby avoid dismissals of key key employees of the company, which, as a rule, happens at the most inopportune moment.

4. Relationships with colleagues and superiors

If relationships in the team do not work out, such an office begins to resemble a “minefield”. Frequent conflicts between employees, constant nagging and an atmosphere of discontent can lead to the most tragic consequences at work. In such a situation, some employees prefer to “leave quietly,” or rather, the employee quits of his own free will.

To prevent the situation from being resolved by the “flight” of the good, you need to establish relationships. Psychologists say that it is precisely this reason that cannot be eliminated, that it is almost impossible to restore friendly relations and former understanding in the team. Because correcting the situation depends on the nature, cause and depth of the conflict itself.

If the leader is truly a tyrant, then it is impossible to re-educate him. In such a situation, an employee who is planning to resign of his own free will can only be advised not to make an important life decision based on emotions. First you need to think about everything, and then make a decision.

Nevertheless, even in conditions of “tyranny” of the leader, such problems can be solved. I, too, was once a manager, and some employees important to me probably also considered me a “tyrant.” Like it or not, the manager often has to prove he is right, resorting to prohibited methods, to administrative pressure.

And in conditions when it is very important, the right employee, working on a promising project, was about to leave precisely because of my “tyranny” (that’s how he formulated the reason), I managed to persuade him to stay. To do this, it took very little, to promise him never (I repeat, never) to interact with him directly, but to do it through any other employee of the company whom he points to. To make him feel comfortable working with this employee.

That's what they did. At the same time, I promised him the next time he writes a statement of his own free will, I will “let him go” without persuasion. For some reason, it was this promise that reassured him, and allowed us to continue working together for several years (!), in the absence of direct interaction (only through an “intermediary” whom this employee himself chose).

It is interesting that when the same employee nevertheless wrote a letter of resignation a few years later, which I silently signed, in response to my subsequent question whether he remembered my promise to agree to his departure without persuasion - his answer was: no, not I remember. Let psychologists think about why this is all so.

I argue that psychologists are completely wrong when they say that interaction problems cannot be solved. Any, even the worst, relationships at work can be improved, the main thing is that there is the will of managers for this, and then consistent and purposeful work.

5. Office location and working conditions

For many people, the location of the office, transportation facilities, work schedule and the environment in which employees work are of no small importance. Some people leave work because of the inconvenient office location, some because of a change in work schedule, and some because of the lack of proper equipment at work.

By the way, these criteria are the reasons for the dismissal of an employee only at the initial stage, since the applicant was not able to really appreciate all these “conveniences” during the interview. The employee will need to carefully evaluate all the pros and cons of the job; if there are more negative reasons, it is better to leave the job.

In turn, management must remember that human resources are the main wealth of the company. It would be better to consider the employee’s claims using common sense and eliminate the shortcomings.

Here too Russian companies often demonstrate. The whole world knows how to transport workers on departmental transport. Everyone knows how to create such conditions that workers themselves are forced to use taxis.

But, for example, organizing the transportation of key employees from home to work and back by taxi, ordered and paid for by the enterprise, is already a creative solution of Russian management.

According to the owner and manager of such a business, he thus once and for all closed the question of a convenient or inconvenient office location. Although his first steps in this direction were aimed specifically at moving the office to a more convenient location. But the move did not solve the issue; some were satisfied, while others, on the contrary, were upset. So the “corporate taxi” turned out to be a way out of a seemingly hopeless situation.

Well, the working conditions have already been written above, for example, about an office in the form of a cafe for collaboration, etc. You can always do something to change your working conditions, even without investing much in it. It is important to understand what goals we want to achieve, what is important to employees, and how to interest them.

Skeptics may argue that in conditions of a permanent crisis, in conditions of unemployment, albeit not very growing, there is no point in engaging in monetary and non-material motivation. Let the workers “flow”, there will be others on the labor market, even better than the previous ones.

That’s right, but here’s the problem: we know and understand the shortcomings of the existing workers very well. But we know little about shortcomings in the labor market, even if we carefully read their resume, ask for characteristics, “run through the database,” etc. What if with new employees we encounter new problems? But, for sure, we will collide, since there are no identical people on earth. We are all different, and we are all good in our own way and problematic in our own way.

Of course, the final decision is for the enterprises. Or we retain key employees (or generally perceive all employees as key). Or we don’t hold anyone. As one leader said: “Others will come in your place, wearing white hats!” What if they wear gray or black hats, or even without them at all?..

It's no secret that any successful company relies on patient and responsible employees. They are the protectors against troubles, market fluctuations and crises. They are the ones who know what and how to do correctly. They can work on their days off, train newcomers, take on leadership responsibilities and help with valuable ideas at the right time. If your “golden employee” decides to leave you, you should 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, one day, your key employee writes a letter of resignation. What to do? Responsible and serious workers never take a step into the void. They have been planning their departure from the company for months, looking for work,... It will not be possible to retain such an employee with empty chatter, since his statement 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, your chances of retaining a valuable employee increase.

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

There are three main reasons for dismissal:

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

How to prevent valuable employees from leaving

The dismissal of a 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 discontent and grievances remain with them. The employee sees that no one needs his problems, how to earn more money, he doesn’t know how to climb the career ladder, that’s 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 my potential.

The company's management must monitor in order to respond in a timely manner to dissatisfaction and problems that arise. This way you can prevent the departure of valuable employees long before they have the desire to quit completely and irrevocably.

Basic methods for retaining valuable employees

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

• Method of intimidation and promises. It is based on intimidating the employee with the uncertainty and difficulties that he may encounter when searching for a job. For example: “You’ve been working here for five years. You know everyone. You feel at home here. Why do you need complications? In company X, for example, the worst employee of the month is fired based on sales results. Have you heard of this? We don't have that. The company has invested in you in training, be grateful for it!” or “Come on, don’t rush! We have a vacancy about to open, we will consider your candidacy immediately!” or “Are you sure that you will earn as much in your new place as you do here? Are you sure that the transition is deliberate and you won’t regret it?”

This method works and is actively used in many companies. But this approach only works on soft people, and not on everyone. If an employee is confident in himself and his abilities, he cannot be stopped by such methods. 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, his feeling returns. harsh reality, and temporary indignation subsides.

• Method of action and loyalty. If you really want to retain a valuable employee, you need to provide guarantees that will make the person think and 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’re unhappy with your salary, we’ll fix that. I apologize for the fact that we unfairly assessed your contribution to the company - we will correct that too. Let you take the application, and at the end of the day I will be ready to make you an offer, which will take effect 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’ll redistribute the workload and provide assistants.”- this method of action and guarantees.

Beautiful, isn't it? The employer uses the method of action and loyalty when, indeed, with the departure of an employee, the company faces 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 regarding monetary motivation. Many HR argue that if an employee is dissatisfied with his salary, then there is no need to rush to raise it, you need to tell him what his salary consists of - a social package, corporate events, trainings. Then make sure that the salary is really the market average, and if it is lower, then, of course, level it out.

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 forces him to work for two. But when he works for three people and is paid as one, even the most patient employee will not last long. If the employee really has a valuable status, pay him as much as you can, you know that he will work for this money in full. Don’t let such specialists run away from you with resentment, powerful anti-advertising and clients.

In positions where wages amount to thousands of dollars, monetary motivation stops working, as the chronic dependence on money disappears. A person no longer measures his goods in money, but in more high categories, for example: internal fulfillment, ambitions, achievements, personal comfort.

Conclusion

Despite your best efforts, it will be difficult for you to change the employee’s decision because he no longer trusts you, and may even be angry with the company. But the methods and methods described in this article will help you do everything possible to keep a valuable employee from leaving and prevent staff turnover.