7 Reasons Great Employees Quit, Even When They Like The Job
These days, it is uncommon for someone to get a job and stick with it for the rest of their life.Losing a great employee is a terrible thing. There’s the expense of finding, onboarding, and training a replacement. There’s the uncertainty of how a new employee will work out. There’s the hardship on the rest of your staff until the position can be filled.
There are many reasons why people change jobs even the like their job.They follow spouses across the country, stay home with children, and go back to school. But, the majority of reasons why employees quit their job are under the control of the employer. In fact, any element of your current workplace, your culture and environment, the employee’s perception of his job and opportunities are all factors that the employer affects.
Keeping your best employees starts with understanding why people leave. Here are seven of the top reasons:
1.No career progression.
People don’t want to think they’re locked into a groove and will come to the same place and do the same thing every day for the next 20 or 40 years. They want to feel as though they are learning and progressing in their careers.
Staff expect to be trained and educated so they can build their skills and experience. They want to grow with the organization.If there’s no career ladder or structure for advancement,they’re more likely to be bored, unhappy, and resentful–things that effect performance and the entire team’s morale and make them leave the job
Nothing burns good employees out quite like overworking them. Overworking good employees is perplexing; it makes them feel as if they’re being punished for great performance. And often it’s the best employees–the most capable and committed, your most trusted–you overload the most. Raises, promotions, and title-changes are all acceptable ways to increase workload. If you simply increase workload because people are talented, without changing a thing, they will seek another job that gives them what they deserve.
3.No recognition or reward.
Even the most selfless people want to be recognized and rewarded for a job well done.Incentives can go a long way towards giving people motivation and a feeling of purpose.When you fail to recognize employees, you’re not only failing to motivate them but also missing out on the most effective way to reinforce great performance.If you have never been thanked or noticed in a job, you are likely to feel invisible and worthless. Deciding to quit can be the easiest option.
4.Relationship with boss.
Employees don’t need to be friends with their boss but they need to have a relationship. The boss is too much of an integral part of their daily lives at work for an uncomfortable relationship.
The boss provides direction and feedback, spends time in one-to-one meetings, and connects the employee to the larger organization. To have a toxic relationship with the person an employee reports to undermines the employee’s engagement, confidence, and commitment.
A bad boss is also the number one reason why employees quit their job.
Every workplace needs structure and leadership, but a rigidly top-down organization makes for unhappy employees
When the hierarchy is more important than the value of each and every person contributing to a pursuit, a workplace not only loses excellent opportunities for wisdom and sound judgement, but also crushes self reliance and vital decision-making skills in its workers.
6.Lack of trust.
Your employees have a vantage point for viewing your behavior and weigh it against your commitments. If they see you dealing unethically with vendors, lying to stakeholders, cheating clients, or failing to keep your word, the best and most principled of them will leave. The rest, even worse, will stay behind and follow your lead.
7.Promoting the wrong people.
Some workplaces develop a culture of rewarding the wrong people. There’s a saying that good bosses will hire people that are smarter than them. This is never the case when a boss has a big ego and feels threatened by anyone who shows intelligence and ability. What tends to happen is that people are promoted for their ability to be invisible and submissive rather than innovative and competitive. This protects the power structure rather than developing a system that has efficiency, capability, and professionalism as its goal.