Employees quit or choose to leave their jobs for any of a number of reasons. A company's structure, poor management and employees feeling stunted in their position cause many to seek opportunities elsewhere. Thirty-five per cent of employees say that their direct supervisor is the primary reason for their departure. More often than not, employees don't quit, their employer drives them away.
Lack of Empowerment
When employees feel overly or micromanaged, they feel stunted in their decisions. This makes it difficult to have pride or ownership of your work. This lack of empowerment drives people away from companies and jobs.
Employees need to feel an open line of communication between themselves and upper management. When management does not interact and clarify goals and decisions, an employee feels cut off, creating the potential for miscommunication and dissatisfaction. Employees need to feel that communication is open, transparent and timely.
Employees also want to feel a sense of purpose and consistency. When managers continuously reorganise and move people around, it disrupts an employee's sense of place. Constant changes in direction can also make an employee feel that their work has no value because it will soon be subject to alteration.
Lack of Recognition
When an employee feels unrecognized for her efforts, she are likely to feel as if she is wasting her time. Recognition is especially important if an employee continually goes above and beyond their primary tasks and responsibilities. In addition, lack of recognition creates the potential for employees to feel underappreciated.
In an unstable economy, management is likely to shift responsibilities to cut costs, often combining tasks. If not managed properly, employess may find that they are doing the job of two people. This may result in long hours and weekend work. With an unrealistic workload, employees are likely to burnout faster.
Questionable Promotional Practices
When management promotes someone who is under-skilled and underqualified, skilled and qualified employees may feel alienated and are often driven away. This may also result in employees believing that management is promoting due to favouritism, not aptitude.
When a company puts a freeze on raises and promotions, employees may begin to look for employment elsewhere. They may feel that they can find similar employment with more opportunity to grow financially and professionally.
Lack of Challenge
Employees need to feel challenged in their position and jobs to maintain interest in the job and feel stimulated at the office. Employees may crave more responsibility, or they may seek opportunities that their organisation cannot offer.
When employees are married, have children or attend school while working, they need flexibility in their work-life options. Employees may leave a job to seek employment that offers part-time opportunities as well as maternity leave, study leave or the ability to telecommute.
Most employees spend the majority of their day in the workplace. When an employee does not feel joy, fulfilment or pride in work, they are more likely to seek something that is more satisfying, enjoyable and engaging.
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