‹ Back

Why Employees Quit

Why Employees Quit

The employment climate has changed over the last 30 years. People no longer stay at one job from the time they enter the workforce to retirement. Moving from company to company to get the best pay and employment experience is quite common. Now more than ever, job satisfaction is something that individuals value. Managers and supervisors are an important part of employee retention. If employees do not feel valued by their boss, they are more likely to update their resume and LinkedIn profile while keeping an eye out for better opportunities. Here are some things bosses do to make employees think about jumping ship.

 

Micromanage. Hovering over your staff every move can be very off-putting. Micromanagement can cause unnecessary anxiety and confusion for employee and manager alike. Employees, who feel like they are always being watched and critique without an opportunity to explore, experiment and take on responsibility, often feel stifled in the workplace. Micromanagement can also be a sign that there’s confusion or miscommunication between employee and manager. All of the issues created by micromanagement can lead an employee to look for a new opportunity

 

Ignore their employees. On the flip side, leaving employees without direction and guidance can be just as unsettling as too much direction. Not providing employees with any information can cause them to lack the knowledge and background in a workplace. Managers often have experience or additional insight into expectations and sharing that with employees is key to helping them feel successful and appreciated.

 

Withholding credit when credit is due. While it’s common for employees shouldn’t expect named credit for every idea they contribute to the team, there are times when it’s appropriate to acknowledge their contribution in a public way. When a manager doesn’t recognize or even, take credit for their staff’s ideas, it can feel like a slap in the face. Recognition for contribution is an important form of feedback and also relevant for evaluation purposes. Not giving an appropriate pat on the back every so often can cause an employee to feel like they may need a new position.

 

Not providing opportunities for advancement. Goals are a huge motivator for employees and the chance to get a raise, move up the ladder or gain increased responsibility can be tangible goals to work toward. When employees don’t see an opportunity to advance, it can make the job feel stale and stagnant which can lead to boredom and disinterest. If there are no opportunities to learn, grow, and advance in their current positions, employees may look outside of their current organization for ways to advance their career.

Make false promises.  Dishonesty is one of the quickest ways to turn off employees. Trust is a critical component of a supervisory relationship as it allows you to work together as a team towards a common goal, without misunderstandings. Making promises to appease employees in the moment but not following through can damage the relationship. If incentives that were promised don’t come through, what motivation does the employee have to give 100% to their job? False promises can cause employees to run towards the nearest exit.

Avoiding these management pitfalls can help you keep good staff and not continuously in a loop of rehiring and retraining. While the relationship may not be perfect, doing your best to do right by your employee will go a long way.