We spend an average of 13 of the expected 78 years of our lives solely doing paid work. With such a considerable chunk of life dedicated to this pursuit, it’s clear that work needs to be more than a means to pay for food and rent. In the search for viable and fulfilling employment there are a variety of reasons that people leave companies they were once happy to join. Some changes are inevitable, and unavoidable. Often however, employers have the ability to influence their employees’ decision to go or stay. Whether you’re a new manager who wants to motivate employees or a CEO thinking of how to minimize overhead costs, it’s important to know the top five reasons why people quit their jobs.
People are the most valuable asset of a company and all jobs function to help businesses achieve goals. That’s whether you’re on the ground in the trenches or high up in the C-suite. The line goes both ways in terms of nurturing positive relationships. Managers and executives have a responsibility to help employees grow and to foster their development to reach those window offices. This means recognition of achievement and support when there are questions. Having a toxic working relationship with a supervisor is one of the foremost causes of employees leaving. Creating an environment where people know that they matter is vital to growing a healthy working relationship.
In order to feel valued, employees need more than recognition. The work that individuals do constitutes a big chunk of their life and challenges are necessary to grow. Completing a simple task with expert ability can feel redundant and wasteful. We want to know that what we do do is important. When employees find work to be worthwhile and in line with the company's’ vision, that is when they buy in.
Employees need some amount of oversight and mentorship in order to guide them in their positions. However, an overbearing managerial presence is a degrading part of many work lives. Part of a manager’s job is to foster individuals who can work on their own to produce value for a company. This requires building projects and tasks that employees are suited for, and then letting them get to work. Working independently allows for the use of strengths and the important discovery and addressing of weaknesses.
Culture is paramount. Especially in an age of bleak transparency through social media, how a company treats its employees affects many aspects of a business. Be it how the company functions from a practical standpoint, the ease of corporate communication or the benefits given to employees, working at a culture-focused organization is coveted deeply. Employees need to know that they are heard as well as safe in the case of mistreatment by fellow employees and especially managers.
The transparency of the digital landscape also lets employees know easily how much their skills can buy them. Knowing that you can be paid better at the company next door for the same amount of work prompts a swift exit. Making sure that job benefits and wages are competitive allows companies to source the best talent and to keep it.
Making the most of a career is a lot like other aspects in life that require trial and error. There are ways, however,for a company to ensure that employees have all that they need in order to be productive and successful. Paying attention to the issues that cause people to leave can allow you to retain your most valuable resource.