When you think about why employees leave jobs, you may be quick to assume that it is money that is the main driver, but in reality money is much less of an issue than personal factors and as an employer surely the number one priority for the continued success of your business is finding out why your employees are leaving.
When one of your employees hands in their notice, finding out why could be the key to discovering whether something is remiss within your business, i.e. a manager that people aren’t happy with, or heavy and demanding workloads.
On the other hand, they could be leaving for a job at a different company. Why is that? You need to ask yourself, what are they doing better? and why is working for them more appealing than working for you?
If you know why an employee is leaving you can then start to gather valuable information that could boost your recruitment and retention practices.
Below we list 6 reasons why employees quit their jobs:
1. Feeling undervalued
All employees want to feel that they are making a positive contribution in the job they do and more importantly that they are appreciated.
It might be interesting to know that this doesn’t necessarily mean giving rewards or salary raises, although I’m sure nobody would complain!! Often, a simple ‘thank you’ is a powerful way of changing someone’s perspective.
2. Insufficient management
If employees don’t feel that they’re being managed effectively, they may look for jobs elsewhere. People won’t always get along, but if an employee is struggling to connect with their manager then there will be difficulties in the workplace.
However, if many people are finding one manager particularly difficult to work with, then this could indicate a rather bigger issue. Sometimes, the opposite is true, a manager could be a good friend to everyone on their team, but might struggle with delegating, communicating and keeping projects on track.
3. No progression prospects
Most employees will want to feel that they can progress in their role, inspiring them to work hard so they can be rewarded with promotions and pay rises.
New challenges are valued. It can be demotivating for workers to feel that they’re trapped at their current level, with no room to grow and improve. They might be tempted to leave if they feel they aren’t progressing, especially if they have opportunities being offered to them from another business who offer great career development.
Be aware though that some employees will be happy in their current positions and not want to be continually pushed to progress. For them, promising promotion opportunities could be just as likely to make them feel pressured and inclined to leave. Your main aim is to know what each employee wants, so it is a good idea to make sure you discuss these in performance reviews.
Always bear in mind that a lack of progression ambition does not indicate a lazy or unmotivated employee, some people are simply happy with their current level of responsibility.
4. No work/life balance
A good work/life balance is now more important than ever, especially as we are connected to our smartphones and laptops 24/7, sometimes, no amount of money is worth certain sacrifices, early mornings, long days at work, hours travelling to and from work, people need and value their free time.
Many employers are finding solutions that benefit everyone, such as offering on-site facilities: gyms, coffee shops, childcare facilities and customised office spaces, to help bring the work/life balance into the workplace.
5. Colleague clashes
Being in an workplace environment where employees feel they are among friends can make all the difference to job satisfaction.
If an employee spends every day clashing with a colleague, either because they don’t get on, feel they are not pulling their weight or have very different opinions about how the work should be done, then there’s a disaster waiting to happen.
You might want to step in and mediate. If you can’t identify the problem and help resolve it, then there’s a good chance that someone will be leaving.
6. Lack of work enjoyment
Of course personal tastes and preferences change, at every stage of life, what you may have aspired too at 23 maybe very different at 40.
Some people decide after years in the workplace that they are ready for something new, while others spend a couple of months in a role and realise that they’ve made a mistake.
There are very few things that you can do to retain an employee with a different path in mind, but it might be worth seeing what alternative jobs you can offer if you would really like to keep them within your business.
At HR Revolution we understand what it takes to create a great team, and as experts in HR we are well placed to support you with the first steps towards achieving a competitive business through your people.
So if you are looking for recruitment solutions that go beyond simply hiring your newest team member get please get in touch +44 203 538 5311 or email: firstname.lastname@example.org or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.
HR Revolution; supporting you, your employees AND your business.