Why Your Employees Will Leave You By 2020

Jackpot! You just recruited a super skillful 20-something-year-old. They probably have no idea what their work is worth, so maybe you can pay them less and they won’t notice. Okay, they might notice the lower pay, but what if you give them a foosball table, free food, a bunch of days off, and some other half-baked perks? Maybe that’ll make up for their deflated pay, while also hiding the fact that you probably can’t afford them.

Poor treatment is a great way to lose your brightest employees. There are a few other reasons why they’ll leave and you might see a good amount of them moving on before 2020.

Unfortunately, Your Employees Will Leave You, Sooner Rather Than Later

Having an enthusiastic employee on your payroll is great. However, chances are not all of their ideas are amazing. The reaction to their engagement can be determinant in when they will leave you.

Mentor you employees’ growth, or someone else will.

If you stonewall their ideas they’ll sincerely wonder if their ideas are good or if you’re just insecure. This is especially true if you take credit for something clever that they did.

Think about it this way. If this enthusiastic employee is energized enough to cultivate ideas about their work even when they’re not in office, then they’re going to shop your reaction outside of work as well.

I’ve been in a position where my employer didn’t take my ideas seriously. After a few months, I sincerely started to wonder if my ideas were just really bad and my employer was too nice to tell me.

I created a Meetup account and began attending networking events regularly. At these events, I would float my ideas by more experienced professionals. The environment was usually relaxed. The best ones tended to be in Detroit at some bar and didn’t have a set agenda.

The honest feedback they supplied confirmed that, in fact, a few of my ideas were short-sighted. That said, I was also told that a good portion of my ideas, were good. Some of the professionals I met with would give me advice on what to do with my ideas next. And a few even suggested against telling my employer.

Your Employees Will Leave You If They Sense Coercion

I’m going to go as far as to say someone using force to get their way has no business being in charge of anything. But, shamefully, it happens.

A decreasing amount of employees are going to tolerate coercion because they’re starting to realize that they don’t have to. More and more people are working as independent consultants, freelancers, and temporary employees. If they feel backed into a corner it’s only a matter of time before they realize that they can do better.

According to the Intuit 2020 Report, 40% of the workforce will be free agents (freelancers, temporary employees, contractors, etc) by 2020. This trend is supported by Kelly Services who stated that one in three workers are free agents.

To sum up, employees have other options.

Not Every Motive for Employees to Leave Will be Based in Bad Blood

This can be good news, or bad news, depending on how you look at it. In either event, not every force influencing a desire to leave is going to be based in a sour relationship between employee and boss. Simply put, there are just some things that employers can’t offer.

As a business owner, you can decide on clients to work with based on cultural fit. This is assuming all prospects have been vetted for financial viability. But, even if you find someone who’s a good fit culturally, there’s still a chance a few of your employees might loathe this client.

Enterprise pivotability can be enhanced with free agents.

It’s irrational for you to fire this client because one or two of your staff members don’t like their work style, communication etiquette, etc. You might put another member of the team in charge of work for this client, but sometimes that doesn’t always work out. This situation could be remedied by embracing the rise of the free agent.

If your company has a deeper bench of free agents that could jump in help you’re enabled to locate a professional with an appropriate temperament for this client. Problem solved.

Looking to the Future with Free Agents

While employees might see an opportunity to make a better, more flexible, life for themselves that revolves around their terms, employers can benefit too. Unnecessary overhead can be eliminated while increasing a diverse staff, both in terms of skills and personality.

Imagine a world where hiring is temporary, reputations rule, and each employee is a small business inside a larger business. It could seem challenging, but keep in mind, the challenge is only getting more relevant.

By 2020 40% of the workforce will be free agents. These are people who compete for work, are always looking for their next project, and survive through skill and reputation. They aren’t protected by full-time employment status, they have no benefits besides the ones they supply to themselves, and they could get fired and never rehired again. These are people who have every incentive to own their work and do it better than everyone else. So, what does that say about the other 60%?

Freelancing might lead to your employees leaving, but it will also lead to greater flexibility in business management.