There’s a common assumption that today’s employees, especially those of the Millennial (born between 1981 and 1996), tend to leave their job after working for a short period of them. Specifically, they quit more often than the previous generation did to look for the next step career instead of being loyal to one company.

If you’ve worked hard to get the best satisfaction among your staffs, especially talented & valued ones, needless to say, you don’t want to lose them to your competitors. To prevent that, here are some reasons why employees quit their jobs. Take a hard look at this to find if your company is risking the loss of important talents.

Those are top 5 reasons why you losing people:

  1. Lack of opportunity for growth and development
  2. Poor management
  3. Not being appreciated or recognized
  4. Unhealthy working environment
  5. Long-term goals not matched short-term opportunity

1. Lack of opportunity for growth and development

Talented and ambitious employees always want to continue moving up, learning & earning more over time. That is also one of the things that most applicants look for is the promotional abilities at a new company.

If people join in a large organization, they will have more chance to climb up high on the career ladder. For smaller companies that have only seen steady job growth over the years, career pathing can be a little trickier. Lack of clear growth opportunities is a major reason why people quit, particularly in growing startups because employees will look elsewhere for a company that does offer these things.

Lack of opportunity leads to employee leave

2. Poor Management

It should be noted that high-performing employees often leave a company due to their relationship with their direct supervisor. Research tells us that it is probably true for employees working for a boss, not a company, particularly when it comes to sending a letter of resignation.

That’s why it’s so important for team leaders to understand what motivates each of their team members as individuals, and to change their management style to ensure that each person on the team remains involved and has appropriate tasks and rewards to keep them on the team for longer.

3. Not being appreciated or recognized

One of the main reasons employees leave is that they felt undervalued. The research by Workstars which aimed to uncover the influence of gratitude, discovered that more than 66% of workers would leave if they did not feel appreciative.

The figure is much higher for younger workers, with almost 8 out of 10 millennials in the same survey claiming they’d be searching for new jobs if they weren’t respected by their bosses or members.

Read more at https://www.workstars.com/recognition-and-engagement-blog/2020/03/19/why-employees-quit-11-evidence-based-reasons/#appreciation

4. Unhealthy working environment

As being said, some of the employees quit a previous job because they wanted a more productive working environment. A negative atmosphere in the workplace like interpersonal conflicts, office gossip, recognition-grabbing is a common reason for many good employees to leave. No matter how many bonuses or incentives a company can give, they won’t count for much if there is a toxic environment.

It can potentially impact an employee’s mental health and career outlook; it can make them doubt their value and work stability, which also makes them believe they will be happier in another company.

A toxic environment will impact employee performance

5.  Long-term goals not matched short-term opportunity

Many times, a high-performing employee will have long-term aspirations to work in a certain sector, or in a specific position, and no matter how well they do in the position they fill, there may be no long-term engagement. For eg, I once know a social media manager who was very well-coordinated, a brilliant writer, a good personality, a great team player, and overall a joy to work with. But then she quit. The explanation has nothing to do with dissatisfaction at the job, but rather a desire to work in a more traditional marketing role at which she was offered a chance. Often it’s just a wrong skillset/role fit.

Why we are telling you this?

ASHAVI – We have a long history of conducting employee surveys for companies looking to gauge the satisfaction among employees on several workplace factors. If you find our recommendations are useful, contact us for more extensive consultancy for uplifting employee satisfaction.

Read more about our Insights on Employee satisfaction at https://ashavi.com/5-benefits-of-employee-satisfaction/

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