Let’s look at a common reason most employees have listed from the studies conducted.

1. “Lack of engagement” – Employees do not feel they are part of the organization. They have not been told or shown that they are valuable. It is not a request for more money but an opportunity to reach and build a connection with the employees. Struggling with relationships is often shared due to the leader’s inability to make a connection. Organizational leaders spend the day in an office without meeting with the team.  
2. “Employee development” – How often have you spent time saying we want to train the team to do new tasks, get experience, or receive advanced training. Then by mid-year, employee development is placed on the back burner. Businesses spend months waiting for a time later in the year and then ignore a way to keep the employees involved. Training provides opportunities for employees to connect and builds new experience that allows for increased connection and growth. The experience leads to better involvement and stronger teams, no matter the training.
3. “Silo Creation” – Creation of groups that ignore the entire team. Each “silo” created forces employee’s exclusion from the conversation. It makes an exclusive area and prevents all from being valued for their input and knowledge. Experts in the subject are great. However, it does not allow for inclusion and experience growth. The entire team needs to guess and is subject to discission they are not participants.

The concepts listed are often lost in the big picture of employee retention. We often focus on the benefits and the pay scale. They overwhelm the hiring groups, and other items get lost. My challenge to you is that you look at the complete picture for lost high-value employees and seek to understand the valid reason for the employees becoming endangered.