8 Ways on How to Lose an Employee and Tips to Retain Your Employee

Not taking care of your employees can be one of the costly blunders in running a business. When you neglect to foster and employ effective strategies that keep your staff engaged, morale can quickly plummet and top talent will choose to take their skills elsewhere. Losing employees is not only a financial burden but could also lead to the loss of institutional knowledge and employee development opportunities.

So how do you stop losing your best employees? That’s where employee retention strategies come in. By understanding employee engagement and morale, providing career development opportunities, offering competitive salaries, creating a positive company culture, and giving employee feedback, you can start to make employee retention a priority in your organization.

In this blog post, we provide 8 foolproof strategies on how to lose an employee, and how to turn employee turnover into employee retention.

1. Don’t listen

Employees enjoy feeling heard and valued, so if they come to you with a problem, make sure you take the time to listen. Companies often use survey platforms to comprehend the feelings and perspectives of their employees. Although this is an effective approach, simply listening isn’t sufficient; action must be taken in response to the results obtained from employee surveys if you want your personnel to feel valued. Even if it’s something that cannot be addressed immediately, letting them know that their concerns have been heard can help build employee loyalty and trust.

Not taking initiative will give them second thoughts about staying with your organization as they may perceive that their opinion has no influence or effect.

2. Don’t give employee feedback

Employees crave feedback and recognition for their work. If you don’t provide employee feedback, it can lead to feelings of uncertainty and insecurity about their job performance. Furthermore, not giving employee feedback is a surefire way to reduce employee morale, cause internal misunderstandings, create silos between the employee and their managers, and also lead to employee turnover.

3. Hire the wrong people

Hiring the wrong employee for an organization can be costly. Not taking the time to thoroughly assess a candidate’s skills, experience and motivation can lead to employee turnover and further financial losses due to employee training or replacement costs.

When hiring new employees, you must hire individuals who have both the technical abilities as well as the cultural fit to ensure employee retention.

4. Don’t provide employee development opportunities

Providing development opportunities is essential for employee retention, as it allows employees to learn new skills and broaden their knowledge base, which can lead to higher job satisfaction and productivity in the workplace. If the opportunities are not provided, employees are likely to feel that their skills are not being utilized and may decide to move on.

5. Don’t pay competitive salaries

Paying competitive salaries is an important employee retention strategy, as it shows your workforce how valuable they are to the organization. If the salary is not sufficient enough, they will be disincentivized to invest in their career and may look elsewhere for jobs that offer better pay.

6. Create a negative company culture

Creating a positive employee experience starts with the company culture. This encompasses all aspects of the employee’s experience from how they onboard to how they interact with colleagues and leadership. A negative or toxic work environment will lead employees to start looking for new employment opportunities.

7. Don’t recognize employee efforts and achievements

Recognizing employee efforts and achievements is an effective way to build employee morale and encourage employee retention. It shows employees that their hard work is appreciated and valued by management. If employee efforts are not recognized or rewarded, they will feel unappreciated and unmotivated to invest in their job, which could result in losing employees.

8. Ignore the good and don’t reward employee loyalty

Rewarding employee loyalty is also essential for employee retention. It incentivizes employees to stay with the organization in the long term and provides them with a sense of security. Ignoring employee loyalty and not rewarding employees who have been with the organization for a long time can lead to feelings of being unappreciated.

What are the signs of a poor manager?

A poor manager can have a negative impact on employee morale and lead to employee turnover. Some signs of a poor manager include:

High cost of onboarding a new employee

Bringing on a new employee can be a costly venture. So retaining employees is more cost-effective and beneficial in the long run. Not only does an employee’s salary and benefits be costly, but there are also indirect costs related to training new employees, lost productivity, and other employees leave. Organizations need to recognize these costs and prioritize employee retention by implementing strategies such as offering competitive salaries, employee engagement activities, career development opportunities, fostering positive company culture, and providing employee feedback.

Focusing too much on short term gains and not considering long-term success

A manager should always be looking ahead and making sure that the organization is set up for long-term success. This includes considering employee morale, employee retention strategies, and employee development opportunities. If a manager is only looking at short-term gains and not considering the long-term impact of decisions, it can lead to losing employees.

Lack of employee feedback

Employee feedback is an important part of employee retention, as it allows employees to provide their opinions and be heard. Providing employee feedback can help foster a positive work environment, create trust among employees, and allow for continued development opportunities that can lead to employee loyalty. A manager who fails to provide employee feedback can create a lack of employee engagement and lead to employee turnover.

Lack of employee development opportunities

One key factor in employee retention is employee development. When employees feel that they are provided with growth opportunities, they are more likely to stay with the organization in the long term. Providing employee training programs, mentorship, and other development opportunities can create employee loyalty and reduce employee turnover rates.

How do you let go of a difficult employee?

The first step is to assess the employee’s performance, attitude, and productivity. Many organizations have employee retention strategies in place, but it doesn’t always work out as planned. If an employee isn’t meeting expectations or delivering desired results, then it may be time to part ways. It is important to document employee performance as evidence, and then clearly identify the issue with the employee.

Once this has been done, it is important to discuss the situation with the employee and allow them to improve or explain their behavior. If a resolution cannot be reached, then it may be necessary to part ways with the employee to ensure the employee’s well-being and that of the organization.

How do you retain your employee?

Employee turnover refers to the rate at which employees leave an organization. When you lose an employee, there is a high cost. Not only can the employee’s salary and benefits be costly, but there are also indirect costs related to training new employees, lost productivity, and other employees leave. It’s important to understand that retaining your best talent should always be a top priority for any organization.

Most organizations struggle to retain their great employees due to high labor costs, employee burnout, and lack of motivation. To reduce employee turnover rates and make employee retention a priority, here are some strategies that you can use:

1. Offer competitive salaries and benefits

Paying competitive salaries and offering employee benefits is an effective way to reduce turnover. This not only attracts new employees but also retains existing ones.

2. Improve employee engagement

Employee engagement is a key factor in employee retention, as happy and engaged employees are more likely to stay with the company in the long term. Regular employee feedback, development opportunities, and team-building activities can help to increase employee engagement. employees quit

3. Invest in employee development

Providing employees with the opportunity for career development and training programs is a great way to show them that your organization values their growth and invests in their future.

4. Foster a positive company culture

A strong company culture can make employees feel valued and create an environment that encourages employee loyalty. This will attract top talent and allow your organization to retain the best employees.

5. Work-life balance

Creating a healthy work-life balance for your employees can help them to stay focused and motivated, which is key to employee retention. Offering paid time off, flexible hours, and other benefits can help create a positive work environment.


Losing an employee is hard on both the worker and the employer. It’s important to try to avoid losing employees whenever possible. To do this, you need to know what causes employees to leave in the first place. By understanding these eight reasons why employees quit, you can take steps to prevent them from happening at your company. Do you have any other tips for retaining employees? Share them with us in the comments below.