7 Manageable Reasons Why Employees Quit

As an employer, you play a significant role in determining whether an employee stays or quits their job. There are occasions where a person’s resignation is not in the control of the employer. For example, if the employee wants to follow their spouse around the world or they want to stay at home and raise kids.

However, employee retention is largely dependent on the working conditions that an employee is subjected to. As the boss, it’s your primary role to ensure that your staff remain loyal and committed to their job.

Most of the reasons why people quit their jobs are in the control of the employer. It is important that as a boss you stay in touch with your employee’s workplace needs. Try as much as you can to ensure that they feel comfortable and valued.

Of course, there are situations when better employment opportunities may come knocking. But as an employer who is keen on employee retention, it is important to create such great potential in your company such that your employee will not need to leave.

Stay connected with your employees. Interview them and find out the things that are affecting. Make a point of tackling any issues that they may raise. Be involved in matters arising at the workplace.

So, what may make an employee quit their job?

1. Poor relationship with the boss

A healthy relationship between the manager and staff is critical. It is not necessary for the two to be friends but there should exist a peaceful and respectful work relationship. Just think about this: most people quit their bosses not their jobs.

The boss is the one who provides tasks as well as feedback in the daily operation of the workplace. A strained relationship will significantly affect the employee’s input. Constant frustration from the boss may result in the employee resigning.

Employees like to feel valued and appreciated. When a boss doesn’t give credit where it’s due, an employee will not hesitate to leave when a better opportunity comes knocking.

2. Relationship with co-workers

The workplace is full of people with diverse personalities. Colleagues form an integral part of an employee’s working conditions.

Constant wrangles between employees are cause for worry for any employer. Engage employees in team building activities that will create opportunities for employees to bond and learn each other’s characters outside the workplace.

When an employee raises an issue with a fellow co-worker, pay attention as an employer. Review the matter diligently and resolve the conflict in the best way possible.

3. Lack Of Challenging Tasks

Employees want to be always challenged and mentally engaged. Monotony is one thing that can make an employee pack and go. Boredom is the last thing an employee wants in a place where they spend a third of their day in.

Set targets for your workers and make the tasks challenging but achievable. Challenging an employee keeps them motivated. Challenges are a channel for growth.

Ensure that you work in close collaboration with your employee. Pay attention to whether they are excited and happy with the tasks they are performing.  Have some fun activities such as board games to break the monotony of work.

4. An Employee’s Contribution To The Company’s Vision

Every employee wants to feel relevant to the organization. As an employer, ensure that you actually communicate to the employees the goals of the enterprise. By an employee internalizing and embracing the company’s vision, they will be productive.

It is important as an employer to establish whether the goals of the company are in line with the employee’s career path. A mismatch between the two may result in the employee feeling left out.

As an employer, communicate with the employee the bigger picture of the organization. When an employee does not feel like they are part of the team, you will lose them along the way.

5. Organizational Culture

The way of doing things in an organization significantly affects employee retention.  Organizational culture entails the way that employees are treated, their compensation, benefits and other corporate perks.

Does your overall culture keep the employee happy and satisfied?  Are there cultural amenities at the workplace that keep the employees engaged and committed to their job? Do you hold events to celebrate and reward your employees?

All these aspects play a crucial role in shaping the organizational culture.  Employees want to work in an organization where communication is transparent, and they can easily access the management. A complex hierarchy of authority will shun away employees.

Does the organization cultivate a culture of integrity? When the management is not accountable and credible, employees will tend to leave. Adhering to a good work ethic is critical to employee retention.

6. Firm’s Financial Ability

When a business is experiencing financial turmoil, they tend to lay off workers as a cost cutting measure. Employees are not blind to signals of a bad performing company. Without a good strategy to ensure that employees are safe, most of them will quit. They may assume they will be laid off next and try to get ahead of it.

No one wants to work in a place where their next paycheck is not assured. When an employee is worried, they will more likely leave.

Ensure that you are transparent with the workers. Assure them that the changes taking place are deemed at securing a greater future for the company. Share with the employees a strategy to recover in the future.

When employees have faith in the management’s decision making and leadership skill, they will stick around. Lack of confidence in the management will result in them leaving.

7. Recognition Of A Job Well Done

Rewarding excellence in the workplace is a big motivation. Appreciating one’s hard work and contribution to the firm’s success will ensure that they are continuing to work there.

When a person’s efforts are recognized, their loyalty will not erode quickly when another company comes calling. As much as recognition is not a major contributor to employee retention, it’s important to reward a job well done.

Clearly, most of the factors that determine whether an employee quits or continues with their job lie in the management. Bottom line: Treat your employee like a human being rather than a human resource. Because if you do, they will be happy and stick around for a long, long time.