The main reasons why people quit their jobs
Let’s discuss some of the main reasons why employees become disenchanted with their present employer.
They then give serious thought to looking for another employer or perhaps decide to take the plunge and open their own home-based business.
These are some of the main reasons why people quit their jobs:
1.Relationship with boss:
Employees do not need to be great friends with their boss but they do need to have a good working relationship with their boss.
The boss is too much of an integral part of their daily lives at work for an uncomfortable relationship.
The boss provides direction and feedback, spends time in one-to-one meetings and connects the employee to the larger organization.
To have a toxic relationship with the person an employee reports to undermines the employee’s engagement, confidence, and commitment.
A bad boss is also the number one reason why employees quit their job.
2. Bored and unchallenged by the work itself
No one wants to be bored and unchallenged by their work.
Employees want to enjoy their job.
They spend more than a third of their days working, getting ready for work, and transporting themselves to work.
Employees want to feel challenged at the workplace and have a desire to contribute, create, and perform.
If they cannot find fertile ground to harvest these abilities perhaps they may find another employer where they can achieve their goals.
3. Relationships with coworkers
When an employee leaves a company, every email that is sent to the whole company, to say good-bye, includes a comment about passionate coworkers who the employee cares about and will miss.
Second only to an employee’s manager, the coworkers with whom he sits, interacts and serves with on teams, are critical components of an employee’s work environment.
Research from the Gallup organization indicates that one of the 12 factors that illuminate whether an employee is happy on their job is having a best friend at work.
Relationships with coworkers retain employees. If problems exist and relationships fade, employees will be inclined to leave.
4. Opportunities to use skills and abilities
When employees use their significant skills and abilities on the job, they feel a sense of pride, accomplishment, and self-confidence.
They are participating in activities that they are good at and that stretch their skills and abilities even further.
Employees want to develop and grow their skills.
If they’re not able to do this in their jobs, they’ll find one where they can.
This includes opportunity.
If an employee can’t see a path to continued growth in their current organization, they are likely to look elsewhere for a career development or promotion opportunity.
5. Contribution of work to the organization’s business goals
Managers need to sit with each reporting employee and discuss the relevance of the employee’s job and key contributions and deliverables to the overall strategy and business plan of the organization.
Employees need to feel connected and that they are part of an effort that is larger than just their job.
Too many managers assume that the employees will receive the communication from executive staff and make this leap. They don’t.
They need help to understand and connect their job to the bigger picture. If they’re not part of it, they will leave..
6. Autonomy and independence
Organizations talk about empowerment, autonomy, and independence, but they are not something that can be done to people or given to them.
They are traits and characteristics that an employee needs to pursue and embrace.
A work environment that enables them to do this is necessary. They are responsible for doing it.
A colleague presented a session about the Oz Principles at a recent company event.
He pointed out that by creating a culture of accountability, you create empowerment as employees own and execute their responsibilities.
Without this, the best employees will leave.
7. Meaningfulness of job
We all want to do something that makes a difference, that isn’t busy work or transactional work and that contributes to something bigger than ourselves.
Something that is ambitious and doable.
Companies must help employees see where their work contributes to the execution of deliverables that make a difference in the world.
With some products and services — cancer research, feeding the hungry, animal rescue, diagnosing and curing illnesses, producing milk or crops — meaningful is obvious but everyone’s work needs the same meaningfulness.
Employees need to connect to why their work has meaning or they will find an employer who will.
8. Organization’s financial stability
A lack of sales, layoffs or reduced work hours, salary freezes, successful competitors highlighted in the news, bad press, employee turnover, mergers and acquiring companies, all lead to an employee’s feeling of instability and a lack of trust.
Employees who are worried tend to leave.
Every Change and potential change should be transparent.
If the employees do not know how the business is doing at all times and what the organization’s plans are for staying on track or recovering in the future, seeds of doubt are planted in the minds of the employees.
But the most important issue here is the employees’ trust in and respect for the management team.
If they respect management’s judgment, direction, and decision-making, they will stay.
If not, they will leave. After all, they have the financial stability of their families to consider when they decide which executive they will follow — or not.
9. Overall corporate culture
While it’s not the top item on employee lists, the overall culture of a company makes a difference for employees.
Is the work environment for people conducive to employee satisfaction and engagement?
Are events, employee activities, celebrations, and team building efforts organized in such a way as to make employees feel that the organization is a great place to work?
Employees appreciate a workplace in which communication is transparent, management is accessible, executives are approachable and respected, and direction is clear and understood.
Overall culture keeps employees — or turns them away.
10. Management’s recognition of employee job performance
While recognition is important, it is not among employees’ chief concerns.
A lack of recognition can affect many of the above factors, especially culture but it’s probably not the deciding factor in an employee’s decision to leave an organization.
Genuine appreciation and recognition are the icing on the cake for employee retention. Recognition is the key in any organization to retaining best talent.
Employers who pay attention to the above 10 factors, will experience reduced turnover and retain their most wanted employees.
If not, they will be holding regular exit interviews and good-bye lunches.
It’s expensive to recruit a new employee.
It’s more than worth the while to expend the effort necessary to retain the employees that have already been painfully recruited and trained.