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Some Avoidable Reasons Why People Quit Their Jobs


Nov 26, 2021

The bulk of reasons for an employee’s decision to quit a firm are related to the company. Some factors are beyond a company’s control, but they are the exception rather than the norm.

The cause for an employee’s departure is generally something within the company’s control. It’s just a question of viewing the firm as a platform for people to thrive rather than the other way around.

Here are three typical reasons why individuals leave their employment that may be avoided.

1. Workplace Culture

Tony Hsieh, the CEO of Zappos, learned the hard way that developing a business culture as early as possible may be the difference between a joyful and a dreadful place to work.

His previous firm, LinkExchange, was terrific when it was just him and his pals, but after they started hiring people they didn’t know, the company’s atmosphere became aimless and boring.

So, when it came to Zappos, Hsieh made care to develop a business culture that was fun, quirky, open, and giving from the start, and it still exists today. Their basic principles are an excellent resource for companies wanting to develop a corporate culture.

Little to mid-size businesses may not have the resources that Zappos, Google, or Facebook possess to develop their corporate culture, but small steps may be taken that will go a long way.

Examine your company’s mission statement and think about how you might encourage your staff to support it. They don’t have to be large, but they must be constant in order to prevent vision loss.

There are a lot of reasons why an employee may feel out of place in a business culture.

“How crises are handled, desired communication style, how feedback is offered, and the level of openness to be anticipated,” according to Washington State University.

During the interview process, it’s critical to determine if a candidate meets the position’s skill requirements, but it’s also critical to determine whether the individual will fit into the business culture.

2. A bad working relationship with a superior

When it comes to employee happiness, a decent pay can only go you so far. The number one reason why people leave their employment, according to the Huffington Post and many other stories, is a strained relationship with a superior.

Superiors must conduct one-on-one meetings with subordinates in order to establish a functional employee/superior relationship. These sessions should serve as a venue for both sides to address problems.

Recognizing the employee’s issues will make them feel as though their voice and opinion are valued.

The demands of a manager’s position must enable them to spend quality time with their staff in order to foster good employee relationships. Overcrowding a management’s calendar just allows them to be a drive-by manager.

As a result, the employee would feel trapped and unappreciated. A manager’s schedule will also be freed up, allowing him or her to provide in-depth and quality feedback, which is essentially a prerequisite for employee motivation.

This should go without saying, but honesty should be emphasized in those one-on-one sessions. Ascertain that the lines of communication between the two are open and honest.

If either party lies about their work performance, the truth will ultimately come out, straining the partnership even more. Managers should lead by example and put all of their cards on the table right away.

3. Work is uninteresting

Only 29% of workers felt totally engaged in their job, according to Ohio University.

Employees must have a cause to be enthusiastic about their work in order to raise this figure. Showing workers how their job directly impacts the firm, the customer, and, if feasible, the larger community is a smart approach to achieve this.

We spend a large amount of our life at work, so asking someone to perform a job that they deem mindless and worthless is a tall order.

Managers should strive to find out what an employee enjoys doing as well as their talents and abilities via one-on-one meetings. Employees will feel appreciated and engaged if their assignments are tailored to their talents whenever feasible.

Encouragement of workers to experiment and make errors may also foster creativity and a sense of autonomy. Individuals will perform better if they believe they have at least some input in how their work is done rather than if practically every choice is decided for them.

Final Thoughts

There are certain inevitable causes for an employee’s departure. When they’re given a position at Zappos, for example (kidding, sort of). It is, nevertheless, possible to prevent losing an employee for any of the three reasons outlined.

Establishing a business culture, ensuring managers have adequate time to check in with their staff, and doing all necessary to make work enjoyable are all worthwhile endeavors that will result in increased employee loyalty.

Are there any other reasons why individuals leave their employment that may be avoided? Leave a comment in the box below.

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