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Why People Quit Their Jobs | Woodrow Mercer

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Why People Quit Their Jobs

People quit their job for many reasons, such as a house move, changes in personal circumstances, higher pay or upward promotions, but when an employee leaves due to a bad work environment there may be an issue with the company’s workplace culture.

Here are the reasons employees may quit their jobs and how to avoid them.
 

Unchallenging Work

You spend more than a third of your life working, that amounts to over 90,000 hours over a lifetime. Spending your work-life bored and unchallenged will be one of the biggest turn-offs from a job. If you don’t help an employee find a challenge, they will find one themselves.

It is best to work closely with managers to ensure each staff member is engaged, challenged and happy to contribute.
 

Boss & Colleague Relationships

It is unrealistic to expect an employee to be best friends with their boss, but this relationship is such an integral part of employees daily lives that an uncomfortable or toxic dynamic will push an employee to find a better environment. Bosses are expected to provide feedback, direction and praise. Therefore, if a boss fails to do so,  staff will lose confidence, engagement, and, eventually, commitment.

Colleagues are the ones you spend most of your working time with. You sit, interact and cooperate with these people daily. So, having a bad relationship with those who surround you at work can cause a massive strain on an employee’s happiness. Good relationships with coworkers help retain employees.
 

Contribution to the Organisation’s Goals

Employees will need to feel connected to their organisation and feel like they are a part of the bigger picture, that their job is part of a larger effort, and that they matter.

Many managers will just assume their staff will pick up on the vision or mission of the organisation from their management, but this isn’t always the case. You should sit down with staff and help them connect their role with the overall business strategy of the company. Making them feel part of a  brand and involved in decision-making processes, will help them feel committed to their role.
 

Independence & Autonomy

It’s impossible to give employees independence as this is a trait an employee will have to pursue themselves, but you can definitely create a work environment that enables employees to become autonomous.

If you create a culture of accountability you will empower employees to own and execute their responsibilities, lead on work projects, and boost their confidence. If your employee feels micromanaged or insecure in their ability to work independently, they will find somewhere they can flourish.
 

Meaningfulness of Work

Everyone wants to feel that what they do is making a difference in the world. However, unless you are feeding the hungry or curing cancer, it may be a bit harder to find that meaning.

A manager must be able to help employees see where their work contributes to the execution of deliverables that makes a difference in your organisation, town, country or the world.
 

A Lack of Recognition, Engagement & Career Growth

In a survey of almost 1,500 employees at over 300 organisations, 77% of employees felt like they were on their own when it came to developing their career. So, it’s no suprise that a lack of career development is one of the biggest reasons people leave their company. If you’re underutilising your employee’s skills, this could impact their career growth and leave them feeling ignored and under-appreciated.

Employees appreciate a workplace where the direction is clear, communication is transparent, and management is approachable and respectable. Recognising the areas in need of improvement within your organisation is an essential part of business development and can have a positive impact in regards to employee retention. 

If you feel like now is the right time to find a new opportunity, or add to your existing team, get in touch with Woodrow Mercer, experts in finance, technology and learning recruitment.