Attrition is one word that every manager dislikes. The Expense of losing someone, recruitment all over again, training, knowledge transfer and all that is associated with replacing a good resource is a painful process. It impacts more than your bottom line, if you are in a large organization with outsourced component this can get more complex with lot of hidden costs associated with it.

Though a level of attrition is expected and is sometime encouraged to draw in fresh blood, it is imperative to keep your best resources at all costs and by all means.

It is easy to lose our best resources both knowingly and unknowingly, if only we know some of the tips and techniques and used it to our advantage we would be in much better shape. Here are some tricks.

1. Be dishonest.

Yes, #1 on the list is dishonesty. Integrity matters. Most good employees – and all great ones – have integrity. So, lying to them, to their coworkers, or to customers / suppliers is sure to turn them off. Over-billing a client, ripping off a supplier, bending the rules, cooking the books, and even just “little white lies” are all sure to catch the private ire of those employees who can best help you and your organization succeed. Don’t think they don’t notice; they DO.

2. Don’t say “Thank you.”

It’s a small thing, but it really does make a difference. Even small gestures of appreciation, complements on good work, acknowledging that someone stayed late / came in early / went the extra mile help keep talented people motivated and engaged. A small gift card, permission to leave early for the day or work from home the day before a holiday (if work is getting completed), a kind word, an email, all of these things cost very little but go a long way. I suggest making a point of doing them. People care if someone notices when they are doing a good job.

3. Forget the values that made your organization a success.

I’ve been part of organizations that truly lived their core values (and even years later can recite them by heart, because they were so prominent). We all knew what they were.We all agreed they were important, or at least accepted them as such. The leadership talked about them, and everything we did as a company HAD to align to them. When you build a team, you have to be very explicit about expectations and the team culture, and then review the key elements of that together from time to time.

4. Don’t take time to listen (to their concerns).

Good people almost always actually want what is best for the organization. They may have differing opinions on what that is, but they can be passionate, even fiery about it.If you’re dismissive of their concerns, when raised, you’re headed down the road to losing top performing people. Even if you can’t change a policy or a decision, you may be able to adjust how it is implemented to optimize the situation based on the concerns that your talented people raise. Just what kind of weak, arrogant, incompetent, narcissistic leader doesn’t want to hear this, anyhow?

5. Ignore their personal and professional development.

Note that there are two dimensions to this – professional development (technical skills, industry knowledge, expertise, professional certifications, formal training, etc.) and personal development. I would include leadership skills, street-smarts, maturity, self-awareness, EQ, general health and well being all as part of this.Leaders only follow stronger leaders, so if you want to keep current or future leaders, be sure you are mentoring them. Let them learn from your own life experience; telling good stories from your experience can be a great way to do this. Help them become better professionals – and better people.

6. Don’t be selective who you hire in the first place.

We all know that hiring people who really fit and are highly talented is tough. We know that the repercussions of a bad hire are awful for everyone. Make sure people really will fit into your organization. I have found that the recruiting process is often commensurate with the organization and role. The better (and more prestigious) the entity and higher profile the role, the tougher the recruiting process often seems – and it should be. Talented people often don’t mind a tough (within reason) selection process because they are usually competitive people who thrive on challenge. Invest the time needed to really explore what makes a person tick before you hire them.

7. Micromanage.

Do I really need to go here? Yes, unfortunately. Though we all know better than this, don’t we? Sadly, I’ve seen way too much of it. It’s not just classical micromanagement either. I’ve seen truly exceptional people who excelled in their role end up with their jobs “dumbed-down” to cater to the lowest common denominator, and to the point they were no longer challenged or motivated. Needless to say, it wasn’t long before they were looking for an opportunity somewhere else.

8. Set the bar low.

Great people will get discouraged and either leave or adapt to mediocrity if that is what they perceive is deemed acceptable. I’ve seen mediocrity accepted, rewarded, applauded, and even promoted! The impact of this on team morale (and on the highest performing team members) was palpable. Set the bar high and then become a cheerleader – even if people don’t make it over the high bar, point out how high the bar was set and how high people did get, and celebrate the success they did have at the right level. They may just make it over that high bar the next time.

9. Be cold and uncaring (to them and to their coworkers).

People are human. Why do we seem to forget this so often? They have personal struggles, ambitions, families, crises, etc. One of my favorite bosses from the past was a gentleman, he knew most about me and my family. He didn’t go beyond appropriate boundaries, but I really knew he cared about me as an employee and as a person (note #5, above).He was personable and when I needed a friend, a true mentor, someone I could go to with a problem. I knew I could talk to him and he’d help me out however he could. He got a lot of loyalty from me in return. I should also point out that talented people watch how you treat other people, not just themselves, and they take note of it.

10. The “usual” things (under-pay them, intrude into their personal lives, harassment, etc.)

Yes, the “usual” things will usually get a good person out of your organization as fast as they can possibly find an opportunity elsewhere. Incredibly, I’ve seen organizations under-pay very good people. One executive even said to me, in private, “Well, just what are they going to do? Leave? They have no place to go. The (job) market is poor.” This was his way of rationalizing, those many years ago, reduced bonuses for a group of people who really had earned them – and who were contractually entitled.This was disappointing to say the least, and I lost a lot of sleep over it at the time, even though my own bonus was good that year. Plus, it wasn’t long before people actually did have someplace else to go, and go they did.