8 reasons why employees really leave and how to stop them

8 reasons why employees really leave and how to stop them
There are essentially two general factors why people leave jobs: they are either ‘pulled’ – by a better job or changing circumstances – or ‘pushed’ by dissatisfaction with their current job or employer, typically by lack of career or training opportunities, and often by personal work factors. On the whole people still predominantly join companies, but leave managers.

Generally, pull factors are outside employer's’ control, but there are eight common push reasons for why employees leave which can be addressed. These may include:

1. poor recruitment and first day
why? 
A patchy, unprofessional recruitment experience and disorganised first day can really give employees the wrong impression about your company and start them off on the wrong foot. 
how to fix it
Make a good impression by monitoring new employee progress and keeping communication with new starters frequent. Make sure a new starter’s first day follows an induction checklist to ensure you cover all bases and be sure to give them a warm welcome.  

2. dissatisfaction with management
why?
Evidence has shown that employees leave when they are unhappy with the very important stuff, such as supervision, management, organisational policies, procedures, communication, decision-making and involvement.
how to fix it
Look at the flaws in your organisation. Are you finding that lots of employees are leaving for this reason or are you getting complaints? If so, it might be time to reform your systems and protocol. Make active changes straightaway to the way you communicate decisions to your employees and introduce easy-to-use procedures to help manage staff policies.  

3. lack of personal opportunities/training
why?
Growing and nurturing employees is the best way to keep staff happy. Learning new skills is a prerequisite for any new job in an ever-evolving workplace, and must always be a consideration. 
how to fix it
Smaller companies could consider secondments at other companies for training and experience or utilise the skills of other more experienced employees to train up and upskill new or less-experienced members of staff. 

4. lack of career development
why?

Smaller companies can suffer from lack of career opportunities to offer employees. Without career prospects, many employees can leave for bigger organisations or better opportunities.  
how to fix it
While it’s true that many companies are too small or do not have the budget to offer pay rises and promotions to every employee, there are other ways you can incentivise staff and give them a career boost. Try invest in training, offering flexible work days to pursue personal projects and setting up in-house mentorships. 

5. issues with job satisfaction, work environment, culture or values
why?

Staff are subject to the work environment, culture and values that you create. Lack of satisfaction in a job activity or larger work environment can lead to stress and unhappiness, and to employees leaving.
how to fix it 
Evaluate your employees’ current satisfaction with a feedback survey and use the results to formulate a productive work environment and culture for staff. Remember that your company values, work environment and business culture means a lot to employees.  

6. inadequate appraisal, feedback and recognition

why?
Employees don’t need to be friends with their manager, but they do need a productive, non-toxic relationship to stay committed. Most days are spent working together and employees need to feel like they are being represented fairly by their superiors.
how to fix it
Lack of interaction with management can also decrease confidence and employee satisfaction. Reinforce their importance by hosting regular meetings about personal performance, recognition and general feedback.

7. dissatisfaction with money and lack of innovation and creativity
why?
Much like career development, employees want to know they can realise their potential at work and be recognised for their achievements. 
how to fix it
Reward exceptional employee efforts with monetary incentives if you can, or with other creative rewards if you are unable to offer pay rises. The gesture will reaffirm their loyalty to your company and job satisfaction, knowing that their outstanding efforts will be rewarded.  

8. work-life balance
why?

Work is a part of everyday life and balancing personal and work commitments can lead to severe stress amongst employees. What’s more, issues that are left unaddressed can become a daily struggle and many employees can find it hard to see the light at the end of the tunnel.
how to fix it
First of all, find out where the problems lie. If an employee is finding it difficult to meet deadlines because of personal commitments, try to establish a flexible working alternative to take away stress and make life easier. Encourage employees to talk to management openly about their work-life balance and help them to find a happier, working alternative. 

Don't forget, the ‘pull’ of a new job is often outside an employer’s control; concentrate on the ‘push’ factors instead – deal with what drives them away.
Posted: Thursday, 16 March 2017 - 12:00 PM