Why Do Employees Quit?

Employees leave for many reasons and some of them can be beyond your ability to manage. Yet studies indicate that one of the main reasons for leaving is because of their relationship with their supervisor/manager. Since you manage employees, this is important information for you to consider regarding your performance.

The Most Important Reason

I’ve been in HR for many years and have found these two points to be significant in the turnover of a company.

“Research shows that a key reason employees quit their jobs is due to the performance of their bosses. Bosses play a pivotal role in setting the tone for the work environment and promoting the satisfaction of their employees in the workplace. The data from exit interview studies show that skilled bosses have the potential to prevent turnover. For example, some of the leading causes of turnover are reported to be lack of attention and feedback, the need for more recognition and an inability to communicate up the organization and resolve outstanding issues. In all of these cases, the boss is the key player, determining whether attention, feedback and recognition are given and whether upward communication is allowed and effective. When these elements are lacking, the workplace atmosphere and culture set the stage for dissatisfied employees, thereby putting employees at risk of leaving. Thus, developing the boss becomes a powerful tool in the war against turnover.” (To Retain Key Employees – Develop The Boss, by Margaret M. Munzel, SPHR and Joan E. Moore, J.D., SPHR, 2001)

“The talented employee may join a company … but how long that employee stays and how productive he is while he is there is determined by his relationship with his immediate supervisor,” say Marcus Buckingham and Curt Coffman in a study published last year that analyzed 25 years of Gallup interviews with more than 1 million employees in a broad range of companies and countries (First, Break All The Rules: What The World’s Greatest Managers Do Differently, Simon & Schuster, 1999).

Reasons Employees Leave

Unchallenged – They are bored with the work they are doing
Too Challenged – too much work to do
Job burnout
Money –The pay scales in companies don’t increase as quickly as a job move
The job or workplace was not as expected
Unreasonable work demands
Lack of Recognition
Lack of respect and autonomy
The employee and the job are mismatch
Not enough coaching and feedback
Limited career growth opportunities
Stress from overwork and work-life imbalance
Loss of trust and confidence in senior leaders
Health benefits are limited or non existent
No job security
The commute is long or expensive
…the list goes on and on.

Final Thoughts

The employee has a responsibility for making their own opportunities within a company, yet it’s important for you as their manager to understand your employee’s goals, motivations or desires. What are your employees thinking? Too often when we have strong performers we just depend on them and don’t truly appreciate what they bring to the organization.

Whether your employees initiate conversation with you or not, you job in managing employees is to take the responsibility for an open dialogue with them. It may feel overwhelming that the responsibility for retention lies in your abilities, but think of this as an opportunity to grow in your own career.

Next Topic
What’s Your Communication Style?

Pat

Other Topics:
What’s Your Communication Style?
What’s Your Management Style?
What’s Your Learning Style?

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