Things just aren’t like they used to be. In decades past, individuals would go through the traditional rigours of completing their educations and moving on to securing long-standing careers in their fields of study. Those days are no more, folks! In the modern world, it’s not at all uncommon for people to change their career paths up to four or five times. Today’s worker needs more than a paycheque. A sense of self-fulfillment is equally, if not, more important.

As a result, many people choose to leave their jobs, even if they claim to really like the work. Stagnation, says Lolly Daskal on Inc.com, is one of the top reasons people wish to move on to other career opportunities. These days, people don’t want to feel as if they’ll be doing the same old thing, day in and day out, until they reach retirement age. A career at any given workplace needs to mean more than that.

The way we see it, this is something that shouldn’t worry business owners and their hiring managers. Instead, it should encourage them! By knowing exactly what makes talented individuals tick, they can come up with the most attractive job advertisements for their companies.

So what are some of the main reasons top talent leave their jobs? (And how can you use them to your advantage?) Here are three:

1. The company values its bottom line more than its staff.

When it comes to a quest for self-fulfillment, a talented worker knows to stay away from a company that only shows concern for its own success. Treating employees like numbers, cogs in a wheel or any other euphemism that connotes a disinterest in their personal goals, needs and interests is a great way to send them packing.

“When an organization values its bottom line more than its people, the best people go elsewhere, leaving behind those who are too mediocre or apathetic to find a better position,” reports Daskal, “The result is a culture of underperformance, low morale, and even disciplinary issues. Of course, things like profit, output, pleasing stakeholders, and productivity are important–but success ultimately depends on the people who do the work.”

2. The company doesn’t fully utilize the talents of their employees.

Top talent know that they can contribute more than the menial tasks that may be laid out in front of them each day. Go-getter types are ones who wish to see the companies they work for flourish because of their contributions. “Talented people have good thoughts, ideas, insights, and observations,” informs Mike Myatt on Forbes.com, “If you don’t listen to them, I can guarantee you someone else will.”

3. The company doesn’t recognize employee contributions.

Who doesn’t like to be patted on the back for a job well done? It should never be lost on employers that his/her employees are human – you know, people with feelings! When both words of encouragement and acknowledgements of superior performances are offered, workers feel valued and appreciated. This only makes them want to work harder. However, when they feel that their efforts are going unnoticed, it makes them want to work elsewhere.

“Even the most selfless people want to be recognized and rewarded for a job well done,” says Daskal, “It is part of who we are as human beings. When you fail to recognize employees, you’re not only failing to motivate them but also missing out on the most effective way to reinforce great performance.”

“The best leaders don’t take credit – they give it,” Myatt agrees, “Failing to recognize the contributions of others is not only arrogant and disingenuous, but it’s as also just as good as asking them to leave.”

So what have we learned?

Today’s career person wants to feel valued in his/her position, wants his/her talents fully utilized and wants to be recognized for his/her contributions. An absence of these facets in your place of business will result in high employee turnover. However, highlighting them in your job advertisements will attract a wide array of top talent!

For more expert help with your recruitment strategies, give Hire Value Inc. a call at 403-978-3827 today!