Why do employees quit?
Published: 28 Jan 2015
All businesses believe they should continuously invest time and money into staff morale but in real life, does this actually happen? There are several factors that will influence and effect an individual’s decision to leave a company for example, hours, managers, relocation, money, enjoyment and recognition.
Normally companies will drive away employees slowly which results in a high staff turnover, below are some of the most popular reasons for employees to quit.
1. Reward and Recognition
In many ways rewarding an employee is a simple process. For example, it could be easy as simply posting an article with their achievements or giving them a bonus. However, how often does this actually happen? There has been significant research to show the benefits of praise on staff retention, although it is often quite simply forgotten. Furthermore, in some businesses that already offer rewards and recognition they do not tailor these enough to the individual. A common example of this is money – it can be a problematic area as a small amount to one person may mean a lot to another. Therefore companies need to work together with their employees to evaluate their approach to their rewards system.
Often staff morale can be directly influenced by relationships between staff and their managers. If an employee does not like how they are being treated in a workplace by their manager, they will always have an incline to leave as soon as they get the opportunity. A manager’s role can be very difficult at times, leading a team can be challenging especially if members are not willing to work together.
3. Unfair Promotions and Hiring
Workplaces are often unfair, a new job is advertised and in many cases the wrong individual is hired. Another common problem is not recognising potential staff for promotion. There is nothing worse than seeing a colleague who has been promoted because of their popularity in the company and not because of their skill set. To be fairer to employees it is better to source staff externally; however, this still can be a problematic area if a staff member feels they were right for a promotion.
4. Work overload – especially when being in a small business
Employers easily find the members of staff with the best attitude to work and then will commonly continuously increase their workloads. Companies need to be aware of how much pressure they are putting on their staff, and one way to identify this is to do regular appraisals with staff. Companies are increasingly likely to decentralise and create a smaller more efficient workforce – this will also result in higher workloads and more pressure on staff.
To summarise employers need to recognise achievements and should try to get the most out of their staff whilst remembering to consider their needs as well as the businesses.