There are a number of reasons why employees quit their jobs, sometimes more quickly than others. They may go back to college for a higher degree, stay at home to take care of their family, or might even move with their spouses to another part of the country. While these reasons are beyond the control of employers or their HR staff, the majority of employees quit because of problems relating to how the company at which they work is run. By communicating with employees closely, these problems can either be redressed or avoided altogether. Below are a number of factors that play a part in the decision that employees make to leave a company and search for work elsewhere.
1.The Employee isn’t happy with the work
When an employee gets a job, there are times when what they applied for in the job description doesn’t necessarily end up being the job that they actually get. The job might not be within their skillset, or the work might be repetitive and boring. As a result, the employee might become confused with why they were hired for this job, and feel that the company was not fully honest with them. For employers as well as HR staff, it is important to inform the employee during the interview process of any job responsibilities that might not have been initially stated in the description.
2.The Employee Lacks Passion
Work that seems repetitive or tedious can cause the employee to feel as if he or she is in a professional rut, unable to follow their professional passions, and in the end, this can lead to that person quitting. In order to keep employees interested in their work, it is important for the employer and HR staff to keep in contact with the employee to gauge their level of interest in their current work tasks. If possible, employers can try to create opportunities for the employee to perform duties in which they feel that their talents can be displayed.
3.The Employee might not feel recognized, nor feel properly rewarded for their work
Many employees leave their jobs because they feel that they aren’t getting the proper recognition for a job well done. They might feel that they are expendable, and that their boss doesn’t really care about the job they do. It is important for employers to liaise with their HR staff on how employees are doing in their jobs and to communicate with the workers themselves. If a job is well done, then recognition in the form of verbal approval, or more material rewards such as a raise or a promotion is a good way to keep the employee happy.
4.The Employee is overworked
There is a temptation for employers to over utilize their workers’ talents, to a point where the worker feels like their job dominates their life. This might actually make your employees feel like they are being punished, rather than being rewarded, for a job well done. Not only might the employee start to feel like they are severely lacking in a work/life balance, overwork might cause them undue stress, or even health problems, which will cause their productivity to suffer. If employers are to assign their employees a larger number of tasks and responsibilities, then it is important for the employer to make sure that the employees’ status at the company increases as well, in the form of promotions, title changes, or raises.
5.The Employer lacks people skills and does not work well with employees
Many employees leave their jobs because of issues that they have with their managers or employers. The employer may lack “people skills,” and not get along with his or her subordinates. They might not pay enough attention to their employees’ actions, which might make the employees feel unimportant or unappreciated. Sometimes a clash of personalities might occur between employer and employee. In order to avoid this, it is important for employers to work on their “people skills,” and to be in regular communication with subordinates. HR staff can help facilitate this communication, making sure to get employee input, and communicating it to the employer when he or she is occupied with other company strategies and goals.
If employers and HR staff take the time to understand employees and their needs, they can prevent employee dissatisfaction, high turnover and ensure a more positive work environment.
