The success of any business often depends on its ability to retain good employees.

Whether it's a small company with just a few staff or a large organisation with multiple offices, businesses function best when they have a team of talented people focussed on performing not only individually, but combining as a team to help the company reach its goals.

In the modern job market, skilled professionals are in high demand. Gone are the days of employees staying in one job, with one company, for most of their working life.

Instead, talented people are willing to trade long-term stability for personal development, career advancement, better pay and benefits, more flexibility or better work-life balance, or to find a more compatible company culture and mission. That means that businesses that fail to look after their team members, and meet their expectations, risk losing them to another that will.

Companies shouldn't wait until they have a problem with high employee turnover before they implement staff retention strategies. Every company that seeks to thrive should build into its basic operation a range of measures designed to keep employees happy and motivated, so they stay with the business for as long as possible.

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Why employees quit

It may come as a relief to dismiss an employee who wasn't performing, was disruptive, or had a bad attitude, but it hurts to lose a star performer who chooses to go.

After the time and investment in finding the right person for the role and developing their on-the-job skills, it's back to drafting the job vacancy ad, while their expertise and institutional knowledge heads elsewhere.

It may not reflect badly on the company if the person's reason for leaving was personal, such as to raise children or move to another part of the country, or they decided to change careers or further their education.

It does very little for the business' long-term prospects, however, if it is losing people because of factors it can control, such as the relationship between workers and management, the company culture, or staff feeling overworked and unappreciated.

Talented people want to apply their skills, and expect to be recognised and rewarded for it. They want to be trusted and given opportunities to develop their expertise and experience by doing challenging, meaningful work that helps the company achieve its goals.

If they are given reason to feel the company d