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Finish 2016 with a Bang

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How to Start New Year 2017 with new goals

Changing is the rule of nature. It can only mean one thing. The days are going shorter, New Year going to start. What you did so far in 2016 need to review and update, so your business, personal life will boom in 2017.
The best companies and top performers know that the end of the year is a prime opportunity to generate momentum to slingshot into New Year’s success.

Here are few tips for you, which already followed by top millionaires

1. Review your goals from earlier in the year

Some people shy away from reviewing their yearly goals but if you look what you had planned and what you did so far. You can see the progress. 

So even if you aren’t on track to hit all your goals, look to create some momentum by figuring out what you can accomplish in the time remaining.

2. Create your New year’s goals now

This might sound crazy, but trust me, it’s a game changer. Why is this so important? Because doing so allows you to absorb and live with your goals, and gives you time to tweak them if need be.

An Example how I do this
Five things you need to do
Five things to Stop doing
Two New habits
Two new belief
One thing you must going to change

3) Get started with the goals as early as possible

Most people follow above two steps every time, may be you too. You come out of the gate hot on January 1, determined to keep your new year’s resolutions, but right around the 15th, your goals start to go off the rails. 

You grow frustrated and let your goals lapse or start feeling guilty. Eventually, you just give up.  Even you can’t stand on your own decision. Then you are not a real hero, you are nothing. How you can give up every time. Try these habits at least one year.

4) Give yourself a break the last week of the year

I know you are going to follow this step, because you are really frustrated with the current lifestyle. Do this for yourself. This doesn’t mean you can drop everything when that last week rolls around. Prepare for the New Year with new happy mindset.

5) Reset your internal Clock

The point is this, do what you need to do to adjust to limited daylight without losing the step. Ask yourself how the shorter days impact you? Manage your time accordingly.

Remember, Just as having a great day is dependent on having a good morning, having an amazing new year is all about having fantastic and well planned goals. 
“Practices certainly makes perfect, and failing is all a part of process.”
“Dream Big, Start small, Start Now.”

Please do  Share this article with someone special to you. I hope this going helpful to many of you. 

Spread Love, Keep Smiling, Merry Christmas, Happy New Year

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Today I decided to research how much my favorite blog’s are earning every month and I wasn’t surprised to see some of them make over $100,000 per month.

These are blogs and success stories that have inspired me to become a blogger.These Superstar bloggers continue to inspire me to this day – and they have kept me motivated to not give up whenever it got tough, especially in the early days.
I hope this inspires you.

Special Notes:

1) To give you some idea of the potential available – top blogging network, Weblogs, Inc. is believed to earn about $30 million a month revenue from 13 million unique visitors.
2) And it is not just about making money monthly it is also about building a BUSINESS that can be sold, such as 22 year old Johns Wu did when he sold his blog for $15 Million.

How They Make Money From Blogging

There are over a dozen methods these top blogger’s are using to monetize their blog, different techniques for each niche. Some niche’s are easier to promote products to, some have high paying keywords and some are easy to drive millions of visitors every month! Below is a run down on some of the techniques used.

Advertising Banners

By far the most popular advertising method so far in 2009. Website owners love this because they know they are guaranteed the money, other techniques such as affiliate marketing can go up and down a lot depending on what you promote.

CPM Advertising

This method is really popular for the website’s that receive a huge amount of traffic, advertisers pay you for impressions rather than sales or clicks! As long as you can predict your impressions which is usually east to do, you know how much you will earn.

Affiliate Sales

Selling on commission depending on your niche can be a huge earner and is by far my biggest earner. You promote great products and then get great commissions.

Pay Per Click

By far the easiest way to earn money online from a website or blog is from Google Adsense and being paid per click. Can be very lucrative if done right!

The Longer You’re Not Taking Action, The More Money You’re Losing
The biggest difference between people who create successful websites and people who fail, is those who make it didn’t give up.

Bankers are bracing for long hours and angry mobs as pay day approaches in India, the first test for Prime Minister Narendra Modi’s move to invalidate almost all cash in circulation.

"Already people who are frustrated are locking branches from outside in Uttar Pradesh, Bihar and Tamil Nadu and abusing staff as enough cash is not available," said CH Venkatachalam, general secretary of the All India Bank Employees’ Association.

The group has sought police protection at bank branches for the next 10 days, he added. "This is the fallout of one of the worst planned and executed government decisions in decades."

He estimates that about 20 million people -- almost twice the population of Greece -- will queue up at bank branches and ATMs over the coming week, when most employers in India pay their staff.

In an economy where 98 percent of consumer payments are in cash, banks are functioning with about half the amount of currency they need.

Retaining public support is also crucial for Modi before key state elections next year and a national contest in 2019.

"We are bracing ourselves for payday and fearing the worst," said Parthasarathi Mukherjee, chief executive officer at Chennai-based Laxmi Vilas Bank Ltd. "If we run out of cash we will have to approach the Reserve Bank of India for more. It is tough."

Half as Much

The shortages follow Modi’s Nov.

8 move to ban 500 rupee and 1,000 rupee ($15) notes, a decision that blindsided the nation and sucked out 86 percent of currency in circulation.

Most top banks in the financial heart of Mumbai are now starting the day with anywhere between 800 million rupees to 1.2 billion rupees of cash -- instead of the typical 1.5 billion rupees, according to bank officials, who declined to be identified citing the sensitivity of the subject.

These currency chests are then shared with several branches, which are rationing supplies. Withdrawals are capped at 10,000 rupees per person instead of the 24,000 rupees limit set by the government, said a manager at a state-run Bank of India branch in the eastern state of Jharkhand.

In a Mumbai suburb, a branch of the nation’s largest lender, State Bank of India, was starting the day with about 600,000 rupees of cash that will run out in about an hour, compared with the 1.5 million they’d typically have, the manager said. Staff will also have to work harder to document the payouts once business hours end, the official said. Both managers asked not to be identified as they aren’t authorized to speak with the media.

Other Options

"With pay day around the corner a lot of small and medium-sized companies are opting for prepaid cards over cash payments," said Naveen Surya, managing director of payments solutions company Itz Cash Card Ltd., who’s also chairman of the representative body Payments Council of India. "More than five million of these cards have been sold in India in the last one week" and sales of 40 million more are expected through December, he said.

Ride-sharing service Ola has partnered with fuel companies to help drivers get e-vouchers to fill up their tanks at Bharat Petroleum Corp. pumps in Bengaluru, the company said in a statement. Paytm, India’s largest digital wallet startup, has noticed a doubling in online recharges including a trend where individuals top up multiple mobile phones to help friends and family, the company said in its statement.

"I will request all our companies to encourage bank transfers for all such payments," Pradhan said.

Early in my career, I have no clear picture of whom I am looking for, I was with some people who weren't the right fit. I allowed others to paint the picture for me. Invariably, they painted their pictures. Then I discovered that the pictures they painted of themselves had been greatly enhanced. They were like the glamour shots people take and then doctor in Photoshop. They weren’t authentic, and they didn’t fit into my dream.

Before a month or more I was hanging out in a group of some start-ups, Guys are screaming with their own Ideas, Vision, Productivity.

"Partnership" - I said, Finally.

Silence was everywhere. It was not they were expecting to here, but they got it immediately.

No one had a suitable answer. I explained little bit, What exactly partnership is from business dictionary

" A type of business organization in which two or more individuals pool money, skills, and other resources, and share profit and loss in accordance with terms of the partnership agreement. In absence of such agreement, a partnership is assumed to exit where the participants in an enterprise agree to share the associated risks and rewards proportionately "

"If you are with right partner, that will help you gain right momentum and realize your vision" - One said.

Better Choice

To find like-valued people, you need to know what you’re looking for. As a starting point, I look for people who embody these 12 qualities:
1.      Thinks about others first.
2.      Thinks bigger than self.
3.      Has a passion that’s contagious.
4.      Offers complementary skills.
5.      Is great at support.
6.      Possesses a can-do spirit.
7.      Has an expanded influence.
8.      Holds an activist mindset.
9.      Is a proven ladder builder.
10.   Stands out from the crowd.
11.   Creates teamwork.
12.   Makes a difference.

by Henry Cloud on

1. Return to what hasn’t worked.

Whether a job, or a broken relationship that was ended for a good reason, we should never go back to the same thing, expecting different results, without something being different.

2. Do anything that requires them to be someone they are not.

In everything we do, we have to ask ourselves, “Why am I doing this? Am I suited for it? Does it fit me? Is it sustainable?” If the answer is no to any of these questions, you better have a very good reason to proceed.

3. Try to change another person.

When you realize that you cannot force someone into doing something, you give him or her freedom and allow them to experience the consequences. In doing so, you find your own freedom as well.

4. Believe they can please everyone.

Once you get that it truly is impossible to please everyone, you begin to live purposefully, trying to please the right people.

5. Choose short-term comfort over long-term benefit.

Once successful people know they want something that requires a painful, time-limited step, they do not mind the painful step because it gets them to a long-term benefit. Living out this principle is one of the most fundamental differences between successful and unsuccessful people, both personally and professionally.

6. Trust someone or something that appears flawless.

It’s natural for us to be drawn to things and people that appear "incredible." We love excellence and should always be looking for it. We should pursue people who are great at what they do, employees who are high performers, dates who are exceptional people, friends who have stellar character, and companies that excel. But when someone or something looks too good to be true, he, she, or it is. The world is imperfect.Period. No one and no thing is without flaw, and if they appear that way, hit pause.

7. Take their eyes off the big picture.

We function better emotionally and perform better in our lives when we can see the big picture. For successful people, no one event is ever the whole story. Winners remember that—each and every day.

8. Neglect to do due diligence.

No matter how good something looks on the outside, it is only by taking a deeper, diligent, and honest look that we will find out what we truly need to know: the reality that we owe ourselves.

9. Fail to ask why they are where they find themselves.

One of the biggest differences between successful people and others is that in love and in life, in relationships and in business, successful people always ask themselves, what part am I playing in this situation? Said another way, they do not see themselves only as victims, even when they are.

10. Forget that their inner life determines their outer success.

The good life sometimes has little to do with outside circumstances. We are happy and fulfilled mostly by who we are on the inside. Research validates that. And our internal lives largely contribute to producing many of our external circumstances.

And, the converse is true: people who are still trying to find success in various areas of life can almost always point to one or more of these patterns as a reason they are repeating the same mistakes.

Everyone makes mistakes…even the most successful people out there. But, what achievers do better than others is recognize the patterns that are causing those mistakes and never repeat them again. In short, they learn from pain—their own and the pain of others.

A good thing to remember is this: pain is unavoidable, but repeating the same pain twice, when we could choose to learn and do something different, is certainly avoidable. I like to say, “we don’t need new ways to fail….the old ones are working just fine!” Our task, in business and in life, is to observe what they are, and never go back to doing them again.




Did you know that there are dozens of things that you’re good at that other people will actually PAY you to perform?


That means you can always rely on yourself to generate an income. That’s freedom, baby! That’s amazing.

Story of my friend and many people around you

A few years ago that was unfathomable to him. He was stuck working a dead end job at software company and it seemed like my only option. Everyday was the same...


Wake up…


Put on uniform…


Clock in…


Clock out…




Life sucked. He never thought he could make money doing his own thing.


But then, it hit him.


I remembered that somehow, some way, he'd managed to stay employed. This meant that he actually DID have at least a few skills that were valuable to someone else.


Otherwise, people would never bother hiring him.


Consider that his “Coming to God” moment. After that, EVERYTHING changed.


Even if you don’t think you have any valuable skills or ideas…. I got news for you…. Same as my friend did....


You DO! And I’m going to prove it to you. Yes, you, Friend! 


Wakeup excited Tomorrow and start changing things around you.....
You have something which people wants... 

Stay connected with me.... I will share more updates in the weekend.


Keep an eye out for these six signs of burnout:

1. They aren’t “sparkling” as much.

Look for “sparkle.” In other words, look for contagious enthusiasm. You can measure sparkle, more or less, by how enthusiastic employees are when they talk about their work, what they’re proud of and why they want to work where they do.

When disposed to burnout, that initial sparkle someone might have for new ideas and team collaboration can get buried. Leaders who see this enthusiasm consistently dwindling should immediately address their workload and make the necessary changes.

2. They’re disengaged.

An HBR study, “In Demand, yet Disengaged,” finds that across 20 organizations, people deemed by their peers to be the best information sources and best collaborators actually have the lowest engagement and career satisfaction scores. If your team members seem less engaged than normal, it might point to more than boredom.

3. They’re quieter than normal.

Top collaborators tend to be top communicators, so if the typical dialogue seems to be diminishing, it could be a sign they’re feeling overwhelmed. If your top performers are beginning to say yes or no to projects with no further interaction—if they are being short with you—it’s a sign you need to be having a conversation about underlying workload issues.

4. They’re doing too much.

If one person on your team is accomplishing 18 tasks each week while another is only accomplishing four, there’s a good chance thehigh performer won’t be able to maintain his or her cadence (and you should probably ask yourself why the low performer isn’t meeting a higher standard). With the trend toward work becoming more open and transparent, it’s easier for managers to spot obvious discrepancies.

5. They check out early.

Don’t read too much into the small changes, but big changes, such as not paying attention or taking notes in meetings, or consistently showing up late, might be a sign of burnout. It’s important to not just watch for these changes, but also give employees their space. Sometimes an extra vacation or flexible schedule can help employees avoid burnout before it occurs.

6. They’re “running on empty.”

Pay attention to your intuition about high performers who might be showing signs of burnout—even in their appearance. It’s more about being in tune with how your team usually acts so you can see if that changes. If there are obvious inconsistencies in their appearance, schedule or work patterns, they might be running on empty and close to calling it quits.

In a perfect world, tasks are evenly distributed and people know and work within their personal limitations. But the real world is rarely that simple, especially with the demand for cross-functional work on the rise. This means the number of instances when workers are pulled in multiple directions has increased and high performers are routinely expected to perform not only for their own supervisor, but in conjunction with other supervisors and teams.

When teams are collaborating effectively, and know what their top priorities should be and why, organizations can prevent the fatigue and stressthat eventually leads to burnout and turnover. The key to solving this burnout conundrum is in the supervisor-team relationship.

Don’t wait to spot signs of burnout. Regularly sync with your team to understand when and why their workloads feel heavy. Teach your team how to work on the right things, collaborate effectively and work well cross-functionally to empower self-improvement across the board. Not only will this prevent burnout in the long run, but it becomes the key to unlocking the true potential of high performers.


The reality is that working from home is the greatest working arrangement you could hope to achieve. It also means you’re never off. It means you make your own hours but need to be relentlessly self-directed

You can do your job wherever and whenever you want…you can even sit in a beach chair with a cocktail in hand for all I care…as long as you get our desired results.

10) Environmentally friendly (23%)
9) More time with family (29%)
8) Less stressful environment (38%)
7) Quieter atmosphere (43%)

6) Eliminate long commute (44%)

5) Less distractions (44%)

4) More productive (45%)

3) Avoid traffic (47%)

2) Save gas (55%)

1) Work/home balance (60%)

Whenever you try to make positive changes in your life, you’ll experience resistance.

Usually, that type of resistance is actually a good sign. It means you're stretching yourself. But there is also external resistance people running around you.

To friends who mock you, discourage you, or don’t even take the time to listen to you.

This is all external resistance. If you let these people affect your decisions, the results can be disastrous.

Here’s the truth: People who criticize you, overlook you or belittle you for doing what you love don’t actually understand your "why."

They don't understand why your passions, dreams and desires are so important to you. And that’s OK. It’s perfectly OK to live a life that others don’t understand.

It’s perfectly OK to choose a career that isn’t “normal''.

It’s perfectly OK to stay up all night, working on something that you care about, even if it isn’t even making you money right now.

It’s perfectly OK to be the freak, the misfit, the outcast.

The only thing that isn't OK is giving up your unique personality or hiding your gifts because someone else shamed you and laughs.

In the next morning you have two option
1."Snooze" Alarm and sleep well.
2."Wake up" and go out and live life on your own terms.

What is the most important thing to build a successful company?

5 things that help

1. Find passionated personality.

Forget about the CV, whatever they mention in it. Look what they achieved, what they did amazing. Do they have focus on life, why they are doing. Is they hungry for the work? If yes, select this person.

2. Don't hire someone from big position.

Sometime you think to hire a multinational guy, he will come and help you with their idea and some money, But this is not help you. They will always try to force their idea's on your business.
So, find a new guy from lower position, that guy will feel challenged and make more effort.

3. Keep recruiting

Don't stop recruitment, look at this point.. if guy is beneficial, Catch them. Ask everyone, if they know someone who can help and work for your company and make list of their contact number and skills.
That will also help when ever you want to find a guy urgently, you can contact that person and can offer more than he getting paid.

4. Are you enjoying?

We always feel that work and personal life are separate things but this is not. The people with their vision, they will make your vision too. Partying with them, going out, traveling together, talking about funniest things make your bond stronger.

5. Dream big with a big team

If you are dreaming big, you must have a big team to do the right things oprated by yourself.
Fill the effort of yours, your dream, your vision to all team members. That will make you successful as you want.
Step 1It always starts with an ‘Idea’. Having an idea is not enough to attract funds. You will need to dig deep into your idea, breaking your idea into parts with the intention to identify what is ‘unique’ about it. What solution are you providing and to what problem? You will have to find out what is your ‘Most Unique Feature’ that helps you stand out from others. Once you have identified it, try to define it in a couple of words and that becomes yourUnique Selling Point’. Use this to develop your elevator pitch, starting what is the problem, what is your solution and how is it unique? All summed up in less than a minute.
Step 2Transform words to a prototype. Now that you are able to define your USP, try to develop a prototype’ around it. When I say prototype, it is not necessary that it has to be a finished product sample. You could take that unique feature of yours and put it into a PowerPoint, Photoshop, or draw it out on a piece of paper, so that you could show it to your potential investors. Investors like to see things that are‘tangible’. And also you could develop a ‘small animated video’ about how your product and the key feature of it ‘works out’ to be (could be as simple as a ‘flowchart’).
Step 3Take an outside perspective (sampling). Once you have your prototype, see if you can ‘test it/do a bit of reconnaissance’, which means go out see what others have to say about your prototype. When I say others focus on your ‘prospective customers’. Take a ‘good proportionate and a representative sample’ of it and try to ‘record’ their experience, this will help you in developing a market research report, that will come handy later on. During this step, see whether your customers are able to make head or tail of it. Also try to identify the reasons why your prospective customers ‘will/will not’ see themselves using this product/solution that your company is providing.
Step 4Develop a ‘functional prototype’. To many this could be considered as ‘the most difficult and challenging step’ that you may encounter in your journey to raise capital. Transforming a pictorial prototype to a functional prototype is ‘not a cake walk’ as many would agree with me here. However, the intention is not for you to develop a full-fledged product, just try ‘develop that one unique feature of your idea’. Try to develop it by seeking help/support from your friends, friends-of-friends, anyone and everyone who could help you. If you can try to black box your product idea and get pieces of it done from different people. This is essential to protect the ‘Intellectual Property’ of the idea, bearing in mind ‘Ideas are no one’s monopoly’. You could also go for the signing of a ‘Non-Disclosure Agreement’ (with an anti-conflict clause) between yourself and the developers. Having said that, if you could develop the functional prototype on your own or with your partners, there is nothing better. But this is a ‘very tricky ground, so trade carefully’.
Step 5Customer acquisition (traction control). This is the next difficult and challenging step – ‘getting traction for your product’. In order for this, make use of all the weapons available in your arsenal. From ‘Facebook to Twitter to YouTube to sending out emails to writing blogs to newspaper articles (through connections) to TV (if you can afford) to partnering with other startups and having a launch party, etc.,’ spread the word around as much as you can. At this stage, the intention is to acquire your potential customers a good chunk of your total customer base. Sadly, however, even after all this, you were unable to acquire a good number of customers, don’t get dis-heartened, go back to the drawing board (Step 1) ‘re-evaluate, re-define, re-engineer, and re-start’. There is seldom any company who got everything right in the first instance. This step will challenge you ‘mentally, physically, and monetary wise’ so be prepared for it.
Step 6Monetising strategies. By now you would know for sure that your idea has legs and it has walked a long way on the on the ‘shoulders’ of your unique feature attracting customers. This means that now you can think of ‘developing a business model’ around your feature, which means identifying ways to generate income from your idea. This is the point from where your ‘idea moves along a continuum to become a business’. Herein you should be able to identify who your ‘primary, secondary, and tertiary stakeholders are’. Now these stakeholders will start to play a role in your business at different levels, impact of these stakeholders could be through, for example, fiscal policy, monetary policies, state regulations, excise, HR rules, and many more. Hence, it becomes important to account them into process of developing monetising strategies. In this step you work on monetising your concept looking at different parameters and negotiating your way through different obstacles (beyond your control) and still make profit out of it (if not profit at least breakeven). Upon implementing these strategies, you could procure some funds that would allow you to move on to the next step.
Step 7Scale your product/solution. By now you will have traction and cash coming into your bank account from the previous steps. So now it is time ‘to move beyond boundaries’ with the aim of spreading out your wings. In order to do that you will have to ‘scale up’ your product accommodate wider usage (e.g., server with large space, etc.). And by this step, stage is set for you to approach your potential investors with the right numbers knowing how much money you need, for what, where it has to be spent, and what would be the ROI of it. And like that a lot of factual answers to some obvious questions. SO the time is perfect to develop your pitch.
Step 8Create a pitch. This is the stretched out version of your elevator pitch developed in Step 1. Herein you could create a simple presentation describing the ‘product/ feature set’, results of your ‘market research’ (developed in the previous steps), highlighting the numbers coming out of the ‘traction levels’, ‘market size’ and where you ‘fit’ in the market. The ‘team’ behind (very important) investors not only invest on the idea but they need to be convinced that they could trust you and your team with their money, ‘business model or the monetising strategy’.
Step 9Finding the ‘Money’. Once you have developed your pitch, find investors using the local ‘Angel network’, through ‘LinkedIn’, approaching the local ‘University incubation center’, joining any ‘accelerator programme’, any ‘personal contact’, attending ‘Expo’s’ with your demos. You can also promote your product through various mediums waiting for it to catch the attention of potential investors but this is not very common.
Step 10Delivering the pitch. ‘Trust’ plays a big role in order for handover of money to happen. At this stage you would want the potential investors to trust you. When you are finally in front of the investors, try to showcase your sharpness, thoroughness, diligence, and intelligence. Prove it to them that you are someone they could trust. They don’t expect you to know everything. Before you head out to deliver your pitch be prepared to answer any kind question, running a mock interview would be a good idea here. It is quest so you may be directed from one person to the other, but finally you will reach the right person at the right time. This is the stage where you have only one purpose and that is to impress your potential investors. But again this is not going to be very straightforward, be prepared to ‘face rejections’ and you might have to do this with a number of investors before they go on to decide to ‘invest or syndicate with some else’ to invest in your firm, the ‘Eureka Moment’.
Step 11Refine your product. While undergoing the process of finding investments, ‘equal efforts’ have to be put in to constantly refine the product, adjusting it to the changing internal or external variables. In doing so you are increasing your chances to attract investment, investors will not fund projects, wherein their funds are being used for development or marketing, they would prefer to invest in a venture at the stage of scaling. In refining your product you could also be hitting the box of ‘innovation’ and allowing you stay in tune with the latest trend in the market.
Step 12‘LionHeart’. This is more to do with facing adversary and every time you fall or get rejected you dust it off and start all over again. Treat every rejection as a learning lesson. Every entrepreneur has faced rejection. The question is quoting Rocky Balboa here “It’s not how hard you can hit, but how hard you could get hit?” and stand back up.
These 12 steps is just a guide. There is no foolproof plan that will work every time and everywhere. What may have worked in one country may not work in another. But the intention is for all budding entrepreneurs to use this as a guide for your future endeavors.

It's pretty incredible how often you hear managers complaining about their best employees leaving, and they really do have something to complain about--few things are as costly and disruptive as good people walking out the door.

Managers tend to blame their turnover problems on everything under the sun, while ignoring the crux of the matter: people don't leave jobs; they leave managers.

The sad thing is that this can easily be avoided. All that's required is a new perspective and some extra effort on the manager's part.

First, we need to understand the nine worst things that managers do that send good people packing.

1. They Overwork People

Nothing burns good employees out quite like overworking them. It's so tempting to work your best people hard that managers frequently fall into this trap. Overworking good employees is perplexing; it makes them feel as if they're being punished for great performance. Overworking employees is also counterproductive. New research from Stanford shows that productivity per hour declines sharply when the workweek exceeds 50 hours, and productivity drops off so much after 55 hours that you don't get anything out of working more.

If you must increase how much work your talented employees are doing, you'd better increase their status as well. Talented employees will take on a bigger workload, but they won't stay if their job suffocates them in the process. Raises, promotions, and title-changes are all acceptable ways to increase workload. If you simply increase workload because people are talented, without changing a thing, they will seek another job that gives them what they deserve.

2. They Don't Recognize Contributions and Reward Good Work

It's easy to underestimate the power of a pat on the back, especially with top performers who are intrinsically motivated. Everyone likes kudos, none more so than those who work hard and give their all. Managers need to communicate with their people to find out what makes them feel good (for some, it's a raise; for others, it's public recognition) and then to reward them for a job well done. With top performers, this will happen often if you're doing it right.

3. They Don't Care about Their Employees

More than half of people who leave their jobs do so because of their relationship with their boss. Smart companies make certain their managers know how to balance being professional with being human. These are the bosses who celebrate an employee's success, empathize with those going through hard times, and challenge people, even when it hurts. Bosses who fail to really care will always have high turnover rates. It's impossible to work for someone eight-plus hours a day when they aren't personally involved and don't care about anything other than your production yield.

4. They Don't Honor Their Commitments

Making promises to people places you on the fine line that lies between making them very happy and watching them walk out the door. When you uphold a commitment, you grow in the eyes of your employees because you prove yourself to be trustworthy and honorable (two very important qualities in a boss). But when you disregard your commitment, you come across as slimy, uncaring, and disrespectful. After all, if the boss doesn't honor his or her commitments, why should everyone else?

5. They Hire and Promote the Wrong People

Good, hard-working employees want to work with like-minded professionals. When managers don't do the hard work of hiring good people, it's a major demotivator for those stuck working alongside them. Promoting the wrong people is even worse. When you work your tail off only to get passed over for a promotion that's given to someone who glad-handed their way to the top­­­­­­­, it's a massive insult. No wonder it makes good people leave.

6. They Don't Let People Pursue Their Passions

Talented employees are passionate. Providing opportunities for them to pursue their passions improves their productivity and job satisfaction. But many managers want people to work within a little box. These managers fear that productivity will decline if they let people expand their focus and pursue their passions. This fear is unfounded. Studies show that people who are able to pursue their passions at work experience flow, a euphoric state of mind that is five times more productive than the norm.

7. They Fail to Develop People's Skills

When managers are asked about their inattention to employees, they try to excuse themselves, using words such as "trust," "autonomy," and "empowerment." This is complete nonsense. Good managers manage, no matter how talented the employee. They pay attention and are constantly listening and giving feedback.

Management may have a beginning, but it certainly has no end. When you have a talented employee, it's up to you to keep finding areas in which they can improve to expand their skill set. The most talented employees want feedback--more so than the less talented ones--and it's your job to keep it coming. If you don't, your best people will grow bored and complacent.

8. They Fail to Engage Their Creativity

The most talented employees seek to improve everything they touch. If you take away their ability to change and improve things because you're only comfortable with the status quo, this makes them hate their jobs. Caging up this innate desire to create not only limits them, it limits you.

9. They Fail to Challenge People Intellectually

Great bosses challenge their employees to accomplish things that seem inconceivable at first. Instead of setting mundane, incremental goals, they set lofty goals that push people out of their comfort zones. Then, good managers do everything in their power to help them succeed. When talented and intelligent people find themselves doing things that are too easy or boring, they seek other jobs that will challenge their intellects.

Bringing It All Together

If you want your best people to stay, you need to think carefully about how you treat them. While good employees are as tough as nails, their talent gives them an abundance of options. You need to make them want to work for you.

What other mistakes cause great employees to leave? Please share your thoughts in the comments section below as I learn just as much from you as you do from me.

The inspiration for this article came from a piece authored by Mike Myatt.