3 Ways to Lose Your Best EmployeesEmployee turnover is costly for business. It’s even costlier when your best employees jump ship, leaving behind a void of skills and expertise. In fact, the departure of highly specialized professionals can cost a business 400 percent of an employee’s annual salary! And that doesn’t include the hidden costs of attrition like increased workload for other team members and low team morale. With the amount of voluntary employee departures on the rise, managers must do all they can to keep the best employees on their team, and reduce costly turnover.So, what behaviors should they avoid? Let’s run down the list.1. Reducing an employee’s contribution to “hitting numbers”.According to Gallup’s State of the American Workplace Report, only 41% of employees know what their company stands for and what makes it different from competitors. The study finds that this leads to a lack of engagement that could contribute to an employee’s departure. Top-performing employees need a greater purpose in order to find fulfillment in a role. It’s no surprise then that managers that reduce an employee’s contribution to merely hitting numbers, without articulating greater vision and purpose, run the risk of losing top talent. This is where managers and HR can work together in order to drive home a company’s greater purpose to their entire team. Share the vision for the company early on in the onboarding process with materials like culture or employee handbooks. Use these materials to clearly define the core values of your company, and how each employee can demonstrate them through his or her role. Managers can then support those efforts by tying an employee’s contribution to both “hitting numbers” and living out key core values in the workplace. 2. Micromanaging your employee’s time (or work).If you’ve recruited A-players to join your team, one of the easiest ways to frustrate them is to micromanage their time, their work, or both. While it’s true th