7 reasons why good employees can quit your startups

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<ul><li><p>7 Reasons Why Good Employees </p><p>can Quit your Startups Productivity per hour declines sharply when the workweek exceeds 50 hours, </p><p>and productivity drops off so much after 55 hours that you dont get anything out </p><p>of working more </p><p>Disruptive ideas of young startup founders may work wonders but its </p><p>equally important to have right people in your startup. Most Important </p><p>factor that plays role in success of a startup is Team. </p><p>Its quite hard to find a good employee at a startup and its more difficult to keep </p><p>them happy while working. There are a number of ways to keep your best </p><p>people, but no silver bullet. As you think through your own retention strategy. </p><p>So, here we tried to find out main reasons why good employees leave </p><p>startup job. </p><p>1. You do not care about them after Hiring: </p><p>Many of employees leaves the job because their managers/boss do not really </p><p>care about them after some time. You must personally involve with employees </p><p>so they feel engaged and connected with organisation. </p><p>https://bizztor.com/</p></li><li><p>Rudeness, assigning blame, back-biting, playing favorites and retaliations are </p><p>among reasons that aggravate employee turnover. Feeling resentful and </p><p>mistreated is not an enticement for a good work environment. </p><p>So start caring about most valuable asset of your organisation. </p><p>2. They can not work as much as founders: </p><p>When you start something, you put everything in it your Money, resources </p><p>and most importantly time. I have heard about founders working 18 hrs a day in </p><p>early stages. </p></li><li><p>Yes thats ok to do as you are trying to make your dreams successful but the </p><p>employee you hired are not entitled to do the same. </p><p>They joined startup to learn things, work with creativity not for working 12-15 </p><p>hrs daily like you. </p><p>In startups new challenges can result in longer hours and weekend work. So, as </p><p>a founder of startup, you must understand that employees have both personal </p><p>life and a work life and most of the young people want to live it balanced. So, </p><p>do not demand too much from your employee. </p><p>A research from Stanford shows that productivity per hour declines sharply </p><p>when the workweek exceeds 50 hours, and productivity drops off so much after </p><p>55 hours that you dont get anything out of working more. </p><p>https://bizztor.com/learn/</p></li><li><p>3. Give them Space to be creative: </p><p>One of the reason why people come to join startup rather than a big </p><p>organisation is that they want be creative and learn new things. </p><p>They want to improve the things within your startup with their creative </p><p>approach and at this stage if you are not allowing them to do so then they will </p><p>not find it useful place for them. </p><p>Allow them to fly in their area with creativity, tell them the limits but do not </p><p>restrict their creativity. </p></li><li><p>Startups need employees to have ownership and be empowered! Empowered </p><p>employees have the freedom to make suggestions and decisions. Today </p><p>empowerment seems to be a catch-all term for many ideas about employee </p><p>authority and responsibility. However, as a broad definition, it means an </p><p>startup gives employees latitude to do their jobs by placing trust in them. </p><p>Employees, in turn, accept that responsibility and embrace that trust with </p><p>enthusiasm and pride of ownership. </p><p>4. There is no opportunity to develop Skills: </p><p>No matter how talented the employee is they still expect to develop new skills </p><p>from the startup they are working in. </p><p>When you have a talented employee, its up to you to keep finding areas in </p><p>which they can improve to expand their skill set. The most talented employees </p><p>want feedbackmore so than the less talented onesand its your job to keep </p><p>it coming. If you dont, your best people will grow bored and complacent. </p></li><li><p>A lot of good talent can be lost if the employees feel trapped in dead-end </p><p>positions. Often talented individuals are forced to job-hop from one company to </p><p>another in order to learn new skills. The most successful startups find ways </p><p>to help employees develop new skills and responsibilities in their current </p><p>positions and position them for future advancement within the enterprise. </p><p>5. Faith and confidence shaken in Startup: </p><p>When employees are asked to do more and more, they see less evidence that </p><p>they will ultimately share in the fruits of their labor. When revenues and profits </p><p>increase along with workload, organizations should take another look at their </p><p>overall compensation packages. </p></li><li><p>Employees know when a company is doing well, and they expect to be </p><p>considered as critical enablers of that success. Organizations need to stop </p><p>talking about employees being their most important asset while treating them as </p><p>consumables or something less than valuable. </p><p>If an organization wants empowered employees putting out quality products at </p><p>a pace that meets customer demand, they need to demonstrate appreciation </p><p>through actions. </p><p>6. Do not have a reward policy for good work </p><p>Everyone likes kudos, none more so than those who work hard and give their </p><p>all. startups founders need to communicate with their people to find out what </p><p>makes them feel good (for some, its a raise; for others, its public recognition) </p><p>and then to reward them for a job well done. </p></li><li><p>Studies have shown that money isnt usually the primary reason people leave </p><p>an organization, but it does rank high when an employee can find a job earning </p><p>20 to 25 percent more elsewhere. So you must keep some reward system in </p><p>place. </p><p>7. People do not leave Organisations, They leave Managers </p><p>Startups must first understand the main reasons employees leave for other </p><p>positions. Good people dont leave good organisationsthey leave poor </p><p>managers! </p></li><li><p>As a founder you must keep eye on the managers how they treating </p><p>employees. It may harm your startup and the impact, however, is not only </p><p>financial; it also adversely affects employee morale. Although hard to quantify, </p><p>poor morale results in a domino effect that negatively impacts efficiency and </p><p>effectiveness. </p><p>Startups lack funds for great office space at prime locations, so Its highly </p><p>Important that you provide a safe and better work space to your employees. </p><p>Keep an eye on your managers to make sure that they are not misusing their </p><p>position. </p></li><li><p>we can spend time arguing whether these are the most important reasons good </p><p>employees quitor we can find ways to entice them to stay! Look forward to </p><p>see your comments on this. </p></li></ul>