As the saying goes, people don’t leave companies, they leave bad managers. While this may not always be the case, in many instances it holds true. Regardless of the reason for quitting, employees leaving their jobs is costly for businesses, and it’s important to try to keep good employees around for as long as possible. So, what are some of the reasons why employees quit their jobs, and how can you prevent it? Let’s take a look.
Why are employees quitting?
Employees aren’t valued
One of the most common reasons why employees quit their jobs is because they feel like they’re not being heard. As humans, we all crave validation and appreciation. When we feel like our voices aren’t being heard at work, it can be quite disheartening.
If you want to prevent your employees from quitting, make sure that you create an environment where their voices are heard loud and clear.
Encourage them to give feedback — both positive and negative — and let them know that you’re listening to what they have to say.
Learning is saturated
Employees quit when they feel like they’re stuck in a rut. If your employees are doing the same thing day in and day out with no end in sight, it’s only natural that they would start to get antsy.
To prevent this from happening, make sure that you give your employees opportunities to learn new things and grow in their careers. Invest in their development by sending them to conferences or paying for them to take courses — anything that will help them expand their skill sets.
Introducing eLearning courses can be a great way to keep your employees engaged. eLearning is something that employees can do on their own time, so it won’t be an imposition on their work schedules.
Lack of a work/life balance
Work/life balance is becoming increasingly important to employees, especially millennials. If your employees feel like they’re constantly being expected to be available outside work hours, it’s only a matter of time before they start to look for a job that will give them more flexibility.
Employees do not like being overworked.
Managers who like assigning tasks with unrealistic deadlines or who do not give employees enough guidance to complete tasks are causing their employees immense stress. This type of behavior from a manager will result in an unhappy employee who is likely to leave.
Too much micromanagement
Today’s generation, especially Gen-Z, does not like it if they’re being micromanaged. Managers who keep an eye on the amount and duration of breaks that an employee is taking, the time they arrive and leave work, and how much personal time is used for leisure activities are more likely to see their employees resign.
Giving flexibility in timing shows that the company values output more and does not worry about when an employee works.
Employees who are trusted to get their job done perform well. In fact, 55% of CEOs believe that a lack of trust can hinder a company’s growth. As a result, managers who assign tasks and give them the freedom to complete their tasks without constant interference are more respected than managers who constantly micromanage.
Better availability of opportunities
Due to the Internet, access to jobs has increased tenfold, making it easier for employees to find new opportunities. With the increase of remote working roles, employees can find work anywhere in the world.
The main motive to work is to make ends meet. If they are being met better elsewhere, employees are very likely to leave.
If employees are getting better compensation elsewhere for the same job role and if the non-monetary benefits at the current job are not enough to compensate for the increment in pay, the employee might not stay very long.
A lack of respect
If employees are not respected by their fellow peers or managers, they will quickly become disgruntled. A lack of respect can manifest in many ways, such as:
- Being belittled or made to feel inferior
- Having their ideas constantly dismissed
- Being passed over for promotions or opportunities
- Feeling like their work is not appreciated
If your employees feel like some or more of these boxes are ticked, they will start to look for a new job where they will be valued.
How to prevent employees from quitting?
- Workplace managers need to be empathetic. Understand that employees have families at home.
- If you want to keep your best employees around, it’s important to give them the flexibility they need to manage their personal lives alongside their professional lives.
- Create a company culture that’s loved by employees. Discourage negative talk amongst the employees. Promote a more positive work environment. Have new hire orientations where they talk about company culture.
- Offer flex days or remote work options — whatever it takes to help your employees strike a healthy balance between work and life.
- Create a workplace where everyone learns to disagree. Encourage debating on new ideas and integrating those ideas if they align with the company values.
- Encourage employees to take on new roles and responsibilities. Keep them challenged and prevent them from getting bored with their jobs.
- Make sure that your employees feel like they’re valuable members of the team. Hold regular one-on-one meetings with each employee to check in on their progress and give them the opportunity to provide feedback.
- Show your appreciation for a job well done with regular acknowledgement and praise.
- Make sure to offer a competitive salary. Take a look at what other companies in your industry are offering and make sure that you are matching or exceeding those offers.
What’s next if you’ve decided to quit?
Start hunting for other opportunities
If you’re done with your job, it’s time to start hunting for better opportunities (only applies if finding a better opportunity is not your reason for quitting).
increase your chances of landing a job you love by:
- Updating your resume and making sure it’s tailored to the type of job you’re looking for.
- Reaching out to your network and letting people know you’re on the job market.
- Attending industry events and meetups to get your name out there.
- Using job boards and online resources to find open positions that match your skills and experience.
Prepare a resignation letter
Once you’ve found a new job, it’s time to prepare your resignation letter. The resignation letter should be to the point. Include your name, position, and the date of your last day. Take a look at the resignation letter templates to help you decide which one to use. Normally, you don’t need to go into detail about why you’re leaving — just thank your employer for the opportunity and let them know you’re moving on to something new.
Start your notice period
Once you’ve submitted your resignation letter, it’s time to give your employer notice. The standard notice period is two weeks, but some companies may require more or less time. If you’re not sure how much notice you need to give, check your employment contract or ask your HR department.
Tie up loose ends
Before you leave, make sure you tie up any loose ends at work. This includes finishing any outstanding projects, returning company property, and transferring your knowledge to someone else on the team. You want to leave on a good note, so it’s important to make sure you don’t leave your employer in a lurch.
On your last day, take the time to say goodbye to your co-workers. If you have any close friends at work, make sure you keep in touch with them.
Some final tips to increase employee retention
This article gave an overview of the major reasons why employees switch jobs. Here are some final tips to prevent your best employees from quitting:
- Create an environment where their voices are heard loud and clear. Invest in their development.
- Give them the flexibility they need to manage their personal lives alongside their professional lives. Keep your employees happy by making sure that you respect their personal time and give them the opportunity to disconnect from work when they need to.
- Provide health insurance and well-being allowances. Encourage employees to take gym memberships and cover those expenses.
- Show your appreciation for a job well done with regular acknowledgement and praise.
Remember that once an employee decides to leave, you can’t convince them to stay. Create policies that support the well-being of employees and help them prosper. The formula that you should tell your employees is simple: you grow if the organization grows alongside you.
Author Bio:
Osama Zahid is a technology content strategist who is passionate about content marketing and all things SEO. He has helped various companies rank their content on the first page of search engines. In his free time, Osama loves to play football and travel.
