They are participating in activities that they are good at and that stretch their skills and abilities even further. Employees want to develop and grow their skills. If they’re not able to do this in your jobs, they’ll find one where they can.
Employees quit their job for many reasons. But, the majority of reasons why employees quit their job are under the control of the employer.
The best way to retain employees is to stay in touch with what they’re thinking. Are they happy with their work? Are their needs for challenge, belonging, development, and meaningful work met?
Here are 12 critical reasons why employees quit their job. You can manage them.
There’s an old saying that employees don’t leave a company, they leave a manager.Make sure your interactions with employees are always respectful, and that you look for ways to actively value their contribution.
2.Relationship with boss
Employees don’t need to be friends with their boss but they need to have a relationship. The uncomfortable relationship will lose employees.
You or the CEO may have a vision for where the company is going — but do all your employees? Some of the most successful companies are able to attract and retain great employees because they are great at communicating their vision all the way from the top down to the front-line workers.
4.Bored and unchallenged by the work itself
No one wants to be bored and unchallenged by their work. Employees want to enjoy their job.
Have you outlined a clear path for advancement for your best employees? It pays to get to know your employee’s goals and help them see how they can achieve goals within your company. They might be the best accountants, but that doesn’t mean they want to stay in that position forever.
6.Relationships with coworkers
The coworkers with whom he sits, interacts, and serves with on teams, are critical components of an employee’s work environment.
No one wants to stick around in a workplace that doesn’t treat them fairly. Workers and employees are not willing to stick around at a company that is racist, sexist, ageist, or otherwise discriminatory in any way.
8.Opportunities to use skills and abilities
When employees use their significant skills and abilities on the job, they feel a sense pride, accomplishment, and self-confidence.
Even if a particular employee is positive and energetic, it is draining to be surrounded by people with low morale. Team identity and unity may be key to engaging and retaining those great employees you want.
When everyone else is unhappy and not putting in a good effort, no one wants to work there.
10.Organization’s financial stability
Financial instability: a lack of sales, layoffs or reduced work hours, salary freezes, successful competitors highlighted in the news, bad press, employee turnover, mergers and acquiring companies, all lead to an employee’s feeling of instability and a lack of trust.
11.No challenge or autonomy
If you aren’t providing the opportunity for challenging, engaging work, you’re naturally going to lose those employees who want to be challenged or have a certain measure of autonomy over their work and lives.
12.Management’s recognition of employee job performance
While recognition is important, the lack of recognition can affect employees. Provide a lot of genuine appreciation and recognition as icing on the cake for employee retention.