There’s a wrong assumption that today’s employees, especially those of the millennial crowd and younger, are frequent “job-hoppers”. This assumption is actually incorrect, statistically. Employees today, on average, stay longer with a company than they did 2 decades ago.
Being in the role of people manager and various roles that have close interactions with teams, I identified key factors which makes good employees leave an organization.
Good or great employees do not leave the company; they quit because of the manager. Common reason that good people leave is a bad manager. Better managers equal more engaged employees. Companies of all sizes need to give managers opportunities to grow their leadership skills rather than just use the ‘sink-or-swim’ approach. There are lots of ways to grow leadership skills outside the training classroom and on a tight budget, such as using a volunteering role outside the company to grow leadership skills, pairing up with a mentor, or even serving as a mentor before they’re promoted so that they can hone their leadership skills and be more ready for the promotion.
Lack of Recognition
Companies lose good employees primarily because they do not recognize their talent in time. The employer should be aware that he is dealing with a skilled person and motivate him to engage in the development of the company. Talent management is about identifying and supporting the development of the most talented employees to implement the company’s plans.. The lack of talent management in companies means that the most talented employees usually leave their companies.
Work life balance
Candidates are considering company culture more seriously when looking at new positions in an effort to evaluate if you are expected to work 50+ hours on a regular basis or travel extensively or if you can actually use your vacation time. People want more time with their families and to avoid burn out. Startups are notoriously bad about expecting employees to work non-stop and through the weekends without vacations. It is unreasonable to expect employees to keep up that type of pace in the long run.
Most great employees often leave a company because they frequently feel as though they are being underutilized and not challenged enough within the workplace. Companies would only hope to hire on self-motivating employees to carry out the work that needs to be done. Great employees still need to be challenged by their superiors. If they aren’t, they might deteriorate from being the best employee there ever was. For example, experienced or ‘good’ employees might be stuck with asking themselves, ‘how else can I be challenged at work?’.
Lack of career growth opportunity
Good employees always want to continue moving up, forward, earning more, learning more, etc. If they aren’t offered continuous opportunity to grow their skills, grow personally and learn new things that interest them, grow their salary, or earn enough in compensation and benefits to make them feel comfortable, then they will look elsewhere for a career and company that does offer these things.
Bored and Unchallenged by the Work Itself
No one wants to be bored and unchallenged by their work. Really. If you have an employee who acts as if she is, you need to help her find her passion. Employees want to enjoy their job. They spend more than a third of their days working, getting ready for work, and transporting themselves to work.
An individual could be a good human but that does not necessarily mean he/she is a suitable leader. Not standing for the employee or constantly discouraging them from standing up to office bullies is a reason to worry.
Lack of trust and autonomy
Keeping good employees begins and ends with trust. Leaders who don’t trust their employees often micromanage them, constantly questioning their decisions and requiring them to seek approval on everything they do. High performing employees don’t typically need this level of oversight. Instead, they thrive in environments where there is a high level of trust and autonomy.
Unhealthy work environment
A toxic environment can really affect an employee’s mental health and outlook on their job; it can make them question their worth and job security, which often makes them feel like they would be happier in another company.
There are many reasons that good employees leave your team. These can include job offers elsewhere with higher pay or benefits, and a “new challenge." It is essential to recognize the value of a good employee and supply him with a fair salary, bonuses, and extra benefits. Those that feel underpaid will also feel underappreciated and will start looking for the compensation elsewhere.
Lack of respect
Good employees quit/leave for a variety of reasons, but in my experience it stems from one main source…respect. Respect could mean how they’re treated by managers and coworkers, or the types of assignments and projects they receive to work on. When people say they left a job because they weren’t paid enough, it normally means the company didn’t respect their work and abilities enough to compensate them appropriately. Again…it’s all about respect. If an employee’s abilities aren’t respected enough to receive appropriate compensation or be given projects that challenge and utilize their abilities and skills, they will leave.
Changes in one’s personal life
One of the least talked about reasons that good employees leave is romantic relationships. There is also the office romance, which if it “doesn’t work out” can create an awkward or even hostile work environment for the couple and other members of the team. There is also the challenge of success. Some work places have rules against relationships, and so a successful, committed couple that met at work may want one or both of the individuals to leave so they can talk about their relationship more publicly.