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Top Ten Reasons Why Talented People Leave Ever wondered why even large companies have a hard time retaining talent? There are plenty of reasons why. Read on to learn more about this.Keeping talented people can be a huge challenge for some firms. It is a concern that even CEO's are constantly worried about. It is an issue that concerns many countries, which includes Canada, Singapore, the United States, and even the United Kingdom. It affects all industries too, like those in telemarketing services. But why do talented employees leave? That is a good question that can have a lot of answers. There are those who are saying that salaries are to low, or that the working facilities are not good enough. Still, there are other factors that can affect their work. It may be so basic that even managers may be so surprised that they have never thought about it in the first place. 1. Bureaucracy can be a mess – when large companies operate, it is more of a top-down approach. The people at the top would want to make sure that their vision is followed by those below them. While this can be good, for the sake of consistency, it can stifle talented people. It's like saying that they have no say in the process. 2. Project and talent mismatch – another factor why talented people leave is because they might be doing jobs that they do not feel like they are contributing to. For example, telemarketers work best if their skills are matched with the right industry. Put them in a project that they do not feel passionate about, and you can expect them to say good-bye soon enough. 3. Poor evaluations – another factor that can make talent leave is because they do not feel that the company is concerned for their growth. If one feels like they will just stagnate in their work, there really is no reason for them to stay. 4. No career development talks – this is something that a lot of managers are guilty of. If they fail to talk to talent and discuss about career plans, then they really will leave the company. 5. Changing priorities – one of the things that talents the about is being pushed around in varying projects. Not letting them settle down on a single project where they can deliver can alienate them from the company. 6. Being told what to do – that is another thing that should be avoided. While it is good to advice talent on how things should look like, it would not be a good idea how they should do their jobs. Talented people prefer getting the job done their way. More often than not, it actually works. 7. Talents of the same feather – talented people like to work with equally, or more, talented people. It may sound like a bad idea, considering workplace jealousy risks, but this is much better than making your talents think that you are not taking them seriously. 8. Lack of vision – if your company seems to have a vague idea on where it should go, it will send a bad impression on talented people. It is like saying that their efforts might be in vain. 9. Narrow-mindedness – if you are too focused on something, you might end up ignoring suggestions from your talents, suggestions that may actually be sound. Try to acknowledge the truth of what they say and they will thank you for that. 10. Boss issues – if your talent does not seem to be in sync with their boss, and there are a lot of them, then you might have to consider relocating them somewhere else. Try fixing these issues and you can minimize the chances of your talent from moving out. Given today's difficulty in hiring qualified people, this certainly is an important business exercise.
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