Everyone
has a good and bad days at work, but when an employee has too many bad days, he
or she may start strategizing to leave that job behind. If you've worked hard
to get the best possible people on your staff the ones most desirable to your
competitors, needless to say you don't want to lose them due to situations you
could prevent.
Reasons why employees quit their jobs.
1. Too Much (or Too Little) Work
Good
employees are often capable of doing more than they are initially tasked with,
which can be a tricky problem. That level of capability can result in an
employee being asked to do more work than he or she can handle, which can lead
to long hours, frustration at contributing more than the rest of the team and
ultimately, burnout. Capable workers may complete their
tasks and hit roadblocks when they request more work; the resulting boredom and
lack of fulfillment on the job can be just as toxic as being overworked.
2. Promotion Issues
Many
employees leave jobs when there is no upward mobility. No matter how hard they
work or how well they succeed, there are no opportunities for advancement into
higher-paying, more demanding positions. Alternatively, if a less
qualified or capable team member gets a promotion, high-performing
employees may look elsewhere especially if a former teammate becomes a manager.
3. Poor Management
Unfortunately,
in many companies being a manager is considered a step on a typical career
ladder, regardless of an employee’s skills. Managers require expert
communication and interpersonal skills, yet not all managers have these skills
or are given the training to gain them. Most managers fear giving honest feedback, mainly because they
haven’t been trained to do it well.”
4. A Toxic Work Environment
While
the ideal workplace would include colleagues behaving professionally, not all
personalities mesh so easily. Interpersonal conflicts, office gossip,
recognition-grabbing or undercutting of coworkers can lead to a toxic work
environment, which might make a capable employee consider quitting. An
additional problem may be interoffice competition: When flexible hours and
vacation time are generous, a competitive workplace might prevent employees
from feeling like they can use their benefits or flexible work options without
getting penalized. Having challenges scheduling vacations, or being discouraged
from doing so, can also lead to employee dissatisfaction.
5. Inadequate System of Rewards
Raises
are miserly, recognition is rare neither of these company attributes is going
to foster company loyalty among employees or encourage them to put in extra
hours over the weekend. When employees do good work, they should be
recognized financially and publicly. Otherwise, someone else will.
6. Stingy Benefits
A
generous benefits package can often be as much of a lure to employees as a
generous salary. Funding for professional development or education, good health
insurance, generous sick days, flexible hours, telecommuting options,
more-than-the-minimum paid maternity and paternity leave, ample vacation time
these are the kinds of benefits that can help a company retain workers or, when
they are not provided, drive an employee to look for a better package
elsewhere. Benefits don’t have to be large to be appreciated
something as seemingly minor as snacks at meetings can make a big difference
(“no meeting without eating” will keep blood sugar steady and employees happy).
Planned social events can also go far to gain employee loyalty and forestall a
toxic work environment.
7. Changing Career Goals
If one career field is
not fulfilling, it is now fairly common for workers of all ages to start new
careers unrelated to the path they originally embarked on. Talking with
employees about ways in which they can stay in their job while continuing to
learn and grow may help companies retain high performing individuals.
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