12 Reasons Why Employees Quit Their Jobs
Improving employee retention is every organization’s goal. Although to quit one’s job is a part of career development, it doesn’t hide the fact that there might be something wrong with the company or the employees themselves.
If you are a part of the management, you’ll see attrition as a threat to the company. Whereas if you are a team member, you’ll come to realize why workmates are leaving—you might be missing out on things. Either way, you should always watch out for the factors that cause good members to quit their jobs.
To shed light on the reasons for employee turnover, here’s a list you should check out:
1. No work-life balance
All employees seek to have a healthy work-life balance. If a company fails to provide that, it is causing its employees to be overworked. When a team member can’t find the line between personal life and professional responsibilities, it will deteriorate the team member’s mental, physical, and emotional health.
Having a work-life balance is one of the drivers of company retention. Employers showing their care for employees’ by promoting work-life balance should not be a privilege, but a norm. This can be in the form of more leave allocation, flexible arrangement, telecommuting, and more perks.
2. Terrible boss
Due to the authority, bosses are prone to inflict pressure on team members. They are once a team member who moved up the ladder due to perfectionism, which they now want to imply on their own workers. This practice tends to cause the fear of making mistakes, which is counterproductive to all members’ learning curves.
When the bosses cause the problem, employees might feel overpowered, resulting in attrition. Want to become a better boss? You can learn tons of helpful leadership tips with this online career development course, Transformational Leadership: Ultimate Leadership Course.
3. Too much workload
Having too much workload is always present in an employee’s hate list. It’s one thing to exceed expectations, but it’s definitely another thing to ace tasks you aren’t even responsible for in the first place. When there is too much on your plate, you’ll either accept it or drown with it.
4. Unrecognized efforts
Recognition over one’s achievements and triumphs is one way to boost morale. Whether an employee is after the affirmation or not, recognition should always be credited where it is due. Companies who fail to recognize efforts, create an unhealthy impact on team members. This, then, results in demotivation, unproductivity, and inefficiency.
5. No room for career growth
Aside from monetary benefits, employees are always after career development. When the management promotes professional development through continuous learnings, an employee tends to feel valued. Good employees will always love challenges to equip themselves with better skill sets. The company should never tolerate stagnation as it implies a lack of plans for individual career development.
6. Poor management
Poor management refers to the overall administration of the company. It is the admin’s responsibility to foster a work environment that’s motivational and directional. Employees need motivation, direction, and feedback to perform their functions. When employers cannot set these clearly, they aren’t just jeopardizing the company’s capacity to attain goals, but also the employees’ need for support.
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Micromanagement refers to the leadership style that involves overly close supervision. When a manager decides to use this kind of approach, it causes employees to feel pressured and untrusted. No one can function well when everyone knows there is a manager who’s constantly breathing down their necks. It creates a doubtful impression over their capabilities.
Micromanagers’ toxic behavior includes:
- The constant need for updates
- Overly intrusive to details
- Difficult delegation of tasks
- Unaccountable to blame
- Secretive to some internal matters
8. Difficult work environment
Bad management, horrible bosses, and awful work culture lead to a stressful work environment. When every aspect of the workplace poses a threat to its employees, there is nothing more to take joy in. The lack of something to look forward to will eat them up until they finally decide it’s not worth the stress.
If companies are invested in making sure their employees are well taken care of, they will see through the behavior and culture of the company if there is something to improve on. A compromised work environment is a manifestation of low engagement and toxic authority.
9. Greener pasture
The tendency with people who quit is that they are all on the lookout for a better opportunity. With all the negativities clouding up their mind, it’s easy to just settle with the thought of leaving the current job for something greener. Whether for a more peaceful workplace, more flexible work setup, or higher pay, employees will eventually quit their jobs if the company doesn’t provide them their desires.
10. Personal matters
Not all reasons for attrition are due to work-related matters. It could also be due to personal endeavors that restrict further work for the company. This includes the change of mind, relocation, family responsibilities, health reasons, and more.
11. Business venture
Some employees will venture out to build their own business. And working full-time may get in the way of reaching their startup goals. As a result, these exceptional employees will choose to bid goodbye to their day job to concentrate entirely on building their own empire.
12. Gut feelings
Your inner voice might have been telling you something intuitive for the longest time, “You need to quit your job.” Although this might be a result of terrible working experience, sometimes it’s worth listening to your guts when it tells you something. After a thorough evaluation and you still end up with the same intuition, then maybe it is really time to move on from your current job—whatever the reason may be.
In reality, there are countless reasons why an employee will leave the company. But no matter what its causes, any organization should always look into employee turnover factors. Missing the whys and hows will just further result in company attrition.