Understanding Why Good Employees Leave
When good employees resign, your team’s productivity plummets down, the remaining workforce experiences increased workload, and your company will need to undergo the hiring and onboarding process again. The transition is costly and while many employers think that money is the main reason for an employee’s departure, there are more factors driving employee turnover. Check out these 7 reasons why good employees leave.
Lack of Opportunities for Career Advancement
Upward mobility is very important. The opportunity to climb up the corporate ladder or be offered the chance to work overseas or take on heavier responsibilities make employees feel rewarded for all the hard work they put in every day. However, there are companies who dismiss this thought and let employees continue in the same role without any talks of promotions for years. This causes great dissatisfaction. Remember that recognizing employees for the contributions they make and the work they put in is very important and in depriving your people of advancement opportunities, you might as well be saying goodbye to top talent.
Everybody is always in search of the purpose for what they are doing. People generally want to live a purpose driven life and to feel the impact of their actions. Thus, aside from teaching employees how things are done, it is even more important to make them understand the reason behind carrying out the responsibilities assigned to them. By comprehending the impact of their work, employees will be more invested and feel accountable for their outputs. In addition, employees may sometimes feel unchallenged already, especially if they have gotten so used to what they are doing. It is important to keep presenting them new challenges to keep them engaged and feel useful for the organization.
Unhappy with Management
Bosses play a critical role in an employee’s work experience. As leaders, bosses interact with their subordinates on a very frequent basis. If employees don’t feel that their bosses genuinely care for them, or if they are not being properly treated, chances are they will leave. Some classic examples of bad bosses are the unreasonably demanding types, the busy type who does not have life outside work, or even those who are so full of themselves and claiming to know everything and everyone. If employees must deal with a bad boss every single day, they may lose the drive to perform well and even to stay in the company.
Unrepresentative Job Description
People generally have expectations about the role they are applying for. These expectations are set by the job description laid out in the hiring posts and from what was confirmed with them during the interviews. There are times though that the job advertisements do not accurately draw an image of the day-to-day life of that opening. Hired employees end up being placed in a position where the expectations do not meet reality. When they feel that they are underutilized or being asked to do things that is in fact far from the job description, their morale dips. It won’t be long before they seek other opportunities.
No one wants their contributions to go unnoticed. If an employee continuously delivers high quality output, let them know you appreciate the work they put in. If a team worked overtime for a tight deadline, express your gratitude for their commitment and team spirit. People want to be recognized for their accomplishments and their exceptional performance. Continuously acknowledge the instrumental role each employee holds in. Many times, a simple “thank you” can go a long way as well.
Ensure that all your employees have reasonable workload. Keep in mind that these are people you are dealing with. If machines overheat, people can also experience burn out and the lack of energy and motivation to continue will impact the team negatively as well. If the unreasonable workload persists and becomes an accepted culture within the company or the team with which the employee is associated with, you can expect the employee to leave and search for a better work environment – a company who will take care of his mental health too. If it is a peak season and the demands are high, make sure that there is a corresponding reward attached to their contributions such as a raise, overtime pay, or other tangible benefits.
Change in Goals and Life Plans
Aside from being professionals, we are all living our own lives as well, with our own aspirations and life plans. As such, our idea of the perfect company and job changes also over time. For example, a recently turned mother may require more flexibility in their work schedules or a career shifter may be looking for a different role now to match his career plans. Changes in lifestyle may necessitate higher pay as well or there are also those looking for more mobility. The list goes on, but the idea is that there are situations like this that are beyond the control of the company already. The best thing to do at this point is to support them and ensure a proper transition and turnover.
Understanding Why Employees Leave to Strategize Workforce Retention
At the end of they day, keep in mind that there are several motivators for employee turnover. Some things are beyond the organization’s control, but many times, it is something that can be dealt with internally. To gain a better understanding on why good employees leave, it is a good practice to conduct an exit interview or survey. This will help you strategize moving forward on how to retain your good talents.