There are several reasons employees decide to leave their jobs. Every employee has specific criteria that makes a job enjoyable or worth making a commitment to. Below are some of the top reasons employees quit their employers to start new positions at different companies.
Some employees do not want to tolerate the demands of their job position or suffer while their company is going through a hard time. Employees in this position may not want to put up with the following:
- Weekend work, long hours or frequent travel
- Additional administrative duties added to current job responsibilities, such as copying or filing
- Raises and promotions currently unavailable
- Corporate relocation of offices or manufacturing plant
Other employees are looking to work on their professional development and won’t stick around long at a place that doesn’t value employee training. To avoid this scenario at your company, consider providing your staff members with the following opportunities:
- Training programs to develop and gain skills
- Access to conferences related to their field or industry
- Subscription to an industry or trade magazine
Many employees want to know if they can have a career at their current company. If there’s not a future in it for them, they may look for another company that will need them. Here are some ways to make sure you’re considering your employees’ long-term goals:
- Ask your employees what they would like to gain from working with your company
- Implement a program that identifies and trains high performers for leadership positions in the future
- During your regular employee feedback meetings, get their input on the types of projects they enjoy working on and what they’d like to work on next and in the future
A poor company culture is a big reason why employees quit their jobs. Some of the specific reasons related to poor company culture that drive employees to leave include:
- Constant reorganization of management structure and company direction
- Rejection of ideas or suggestions to improve the environment
- Favoritism of some workers over others by team leaders
- Competition among departments or teams, creating an environment that is more about competing than cooperating.
- Promoting employees with less training or experience over more deserving and/or skilled employees
If you have questions regarding your organization’s retention strategy, please contact a member of CAI’s Advice and Resolution Team at 919‑878‑9222 or 336‑668‑7746.