Four Common Reasons Employees Leave

Every organization struggles with employee retention, whether it’s natural attrition due to retirement, employees receiving promotions, or workers who choose to leave the job. Employee turnover can be extremely costly to organizations, both in terms of revenue loss and reputation. The most effective managers will learn to recognize the early signs of employee dissatisfaction and act early enough to make changes in the organization to successfully retain employees. Here, we share four common reasons employees leave and their reasoning:


Job Dissatisfaction


Employees who don’t feel adequately challenged with the right type of work will ultimately search for other job opportunities. Although job dissatisfaction can also stem from larger organizational problems, managers with emotional intelligence will quickly recognize employees’ dissatisfaction and will find new tasks to keep them interested or new ways to solve their problems.


Ineffective Feedback


Employees who don’t receive regular performance reviews with meaningful feedback are likely to become complacent. High performing employees may be looking to promote within your organization and develop their careers, and if these opportunities are not available, they will look elsewhere for career development. Complacency can trickle down and start impacting unit and team dynamics as well, as leaders who thrive on regular feedback may start leaving, driving their teams apart.

Lack of Trust


Organizations with managers who don’t trust tasks and projects to be delegated to staff risk their employees leaving the job. Encourage supervisors in your organization to delegate enough critical tasks to employees to develop their decision-making skills and keep them engaged in their work. Employees trusted with increasing levels of responsibilities become tremendous assets to their companies and are often able to take on critical management roles.


Lack of Exit Interviews


If you don’t regularly conduct exit interviews with employees who leave your organization, you will never get to the root causes of problems. Ask frank questions about what the employee thinks could be done to improve programs, policies, and working environment. The president, CEO or director should collect exit interview information and use it to develop strategies for new employee onboarding, training and development.


Understanding the reasons employees leave their jobs is critical to your organization’s long-term health. Increase employee retention by keeping employees challenged, providing useful feedback, trusting, and regularly conducting exit interviews.


Regularly check in with existing employees and managers to keep tabs on the overall morale of units and sections. That way, when early signs of employee dissatisfaction begin, you will be able to recognize them early and do something about it. You’ll be on your way to strategically designing a better company from the ground up that acknowledges and develops their most valuable assets.


Please be sure to reach out to the StaffScapes team with any additional questions you might have. We are confident that we can provide your business with the services it needs in order to reach new levels of success. We’d love the opportunity to assess where you are today and where we can go together. For further information, click here to schedule a consultation with one of our PEO specialist.


We look forward to connecting with you!