Why do staff leave

Takeaway: One-on-ones are all about them. And for more on overcoming defensiveness, read these posts on developing self-awareness to become a better manager:. The best way to build trust with employees that might leave is to take action on the feedback they give you. You may not be able to fix all the problems, but even small, incremental progress can really improve employee morale and attitude. However, if you do start showing that progress, you can slowly win them back and get to the bottom of the problems plaguing the team.

Takeaway: Make sure you take action on everything you can from your discussions. We also talked about what to do to manage employee turnover by implementing a system for obtaining and acting on employee feedback. Here are a few places to get started:. However you do it, ultimately, the point is to:. To learn more about reducing employee turnover and maintaining a happy and productive team, read:.

The best thing you can do to help yourself, and reduce your employee turnover rate, is to be organized, intentional, and diligent in these one-on-ones. An app like Lighthouse can help you organize your one-on-one notes, follow through on what you discuss, manage action items for both of you, and always come prepared for the next one, all in one place. You can learn more and sign up for access at GetLighthouse. Learn something today? Share it so your friends can, too:.

Click here to cancel reply. You must be logged in to post a comment. Share via. Facebook Messenger. Copy Link. Copy link. The reasons for this decision can vary depending on your workplace and personal life. In order for employers to keep employees around, they need to understand why employees want to leave the company. In this guide, we share 16 common reasons employees leave their current job. It's important to know why employees leave because when a company has a high turnover rate, this could signify low employee job satisfaction.

Hiring new employees to fill these openings requires time and effort, which is why it's useful for employers to find ways to keep their current employees around.

By knowing the reasons employees leave, employers can directly solve a reoccurring issue and make a more pleasant work environment for everyone.

These are the top reasons employees decide to quit their jobs:. After working at the same job for a while, you start to get to know all of your tasks and responsibilities quite well. When there's little more to learn in your role, you may start to feel like you are ready for more of a challenge.

This is a natural part of growing in your career, especially as you become interested in learning new skills. When you feel like you're underpaid for the work you do, it may be time to move onto a new job.

Likewise, you may be ready to accept more responsibilities and with that comes more pay. As your lifestyle changes or your family grows, you may decide that you need to make more money to afford your living expenses. What started as an exciting opportunity may eventually leave you feeling uninspired over time. Finding a new job is a great way to feel passionate about your work once again.

Your current company may not have opportunities for you to do meaningful work, which is why it's important that your next employer's values and mission align with your own.

Feeling replaceable at your job may make you want to search for a position where your efforts are valued more. It feels good to know your work is important and making an impact on the success of the company. Sometimes entry-level positions can make this challenging since you have fewer responsibilities. In this scenario, you may be ready for a higher-level job. As you get into your career, you may discover that you get along with some people better than others. This is a perfectly normal part of working at any business, although finding a new job may give you the opportunity to build healthier relationships.

Do they feel valued? The best talent wants to work where they feel their work has a real impact. Although it may sound inconsequential, simply listening to employees' concerns and doing what you can to address those — or at least explaining why they can't be addressed at the present time — can go a long way toward keeping the best and brightest, HR professionals say. Tom Gimbel, CEO and founder of LaSalle Network, a staffing firm, once saw an IT worker quit after his managers opted not to upgrade the security protocols he knew were needed.

Skills that make an employee a great software developer, for example, are different from those required for management. You need to provide training and guidance to help your managers lead and manage their teams.

One of the main reasons top performers leave is because they feel their career advancement isn't going as planned. Your best individual contributors aren't always going to want to manage people. So you need to build a nonmanagerial career path for them or they will find another organization that does. Most IT employees want to work on emerging technologies and explore new tech toys.

They also want to keep their skills current in a quickly advancing profession. Klotz and his colleague Mark Bolino from the University of Oklahoma, studied the resignation stories of nearly newly resigned employees and over managers of employees who had recently quit. Klotz and Bolino discovered that the way organisations and leaders treat their employees may not only impact if they stay or go, but how they end up leaving if they do resign.

They identified seven distinct resignation styles. Source: Klotz, A.