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After toiling day in and out at your office, giving your very best effort and yet still feeling underappreciated can make a person lose enthusiasm and eventually quit their job.
There is a multitude of reasons why employees quit their jobs, but most of it boils down to poor management, poor compensation, petty company politics, impossible goals, incompetency from the organization, peculiar co-workers, etc.
Feeling recognized and acknowledged for your work boosts one’s morale; it’s high time for organizations to realize an employee’s value and true potential for the workplace to be a functioning, fostering, and well-suited environment.
Employees quit their jobs for all the above reasons. Sometimes, factors such as finding new jobs, a better workforce, relocating to a new place, changing careers, or downsizing, mergers are also accounted for.
According to a Mercer study, a whopping one-third of all new employees plan on quitting their job in the next 12 months.
Below are the elaborated reasons good employees leave their jobs:
1. Unchallenged by the Work:
Challenges and healthy competition govern an individual’s passion and zeal to work. No one wants to be bored by their work, especially when your job requires you to work long, arduous hours. Challenges bring out the best of peoples’ potential, and a workplace deprived of it will only result in a general lack of creativity and enthusiasm.
Out of this very mundanity, employees change their jobs to a company that fosters challenges and drives their ambitions, allowing them to engage, contribute, create and perform.
2. Not being appreciated or recognized:
Not receiving the appreciation and recognition we very much deserve after all our efforts can be a huge bummer.
Around 88% of managers believe that employees leave jobs for more money, but the real reason is psychological. Good employees leave their jobs by citing the reason that they felt underappreciated, unrecognized, and also not feeling trusted or valued. When employees feel that their contributions are not appreciated, or they don’t feel valued by their employer, they tend to seek employment elsewhere.
Gallup reports, “Almost 70% of the people in the United States say they receive no praise or recognition in the workplace”
3. Futility in the Employee’s Jobs:
Why Great Employees Quit their job because many companies do not meet the employer’s true potential and expectations. Every individual wants to work in a place that drives them to their utmost avidity. A workplace that aligns with an employee’s true skills and abilities is far more result-fetching than one which drags them to do the same monotonous job.
We all want to do meaningful and ambitious work that contributes to the larger benefits or goals. A place where there’s no room for growth or development is unfulfilling.
Employers must realize the candidates’ core skills and work to enrich them for the overall welfare of the company.
4. No Long-term Goals:
When an employee looks for a job, all he looks for is stability, a transformation of their skills, and, most importantly, long-term goals.
A committed and dedicated employee seeks long-term goals and strong affirmation from his employer. Goals that enhance an employee’s morale, zeal, and development. Organizations often do not focus on long-term goals and stick to the same humdrum routine, which exhausts the employee’s competence and will to work.
There is no point in working for a company that doesn’t involve learning and growing.
5. Relationships with Co-workers:
Cordial and amicable relationships with coworkers are the most pivotal aspects that boost an employee’s will and motivation to work.
Petty office politics, gossiping, spreading rumors, and other disturbing scenarios lead to dissatisfaction and boredom with the job. A hostile environment of this kind makes the employees leave their jobs and flee for those jobs that promote healthy relationships and facilitate growth.
A thriving workplace is where every employee works with mutual harmony, interacts, shares ideas and thoughts, and serves as a team.
Research from the Gallup organization indicates that out of the many reasons that determine the Employee’s happiness at a job is having a best friend to work with.
6. Poor Management:
Even after spending hours together, not being noticed for your work or feeling devalued is serious negligence on the management’s part. Good management appreciates an employee’s performance, evaluates the work done, and promotes and looks after their general well-being.
Also, if the management doesn’t bother to care about an employee’s privacy and space and is only burdening him/her with tons of work, it attributes for all the more reasons to quit the workplace effective immediately.
7. Toxic Leadership:
People don’t leave their jobs, they leave toxic work cultures. – Dr. Amina Aitsi-Selmi.
Any organization or institution should have a reformed, pragmatic and driven leader to entail a steady understanding and growth of the employees. A toxic or impetuous leadership thereby fails to deliver actual results.
Using your position to get heaps of work done from employees, being selfish, unwelcoming, and disregarding a worker’s skills can create a coerced atmosphere. It is only with good leadership that the greatest companies reach the zenith. A leader should be passionate, disciplined, accountable, and mindful and treat every employee equally and with integrity.
Out of the many reasons, employees leave their jobs is because there is a lot of work for one person to handle. Unreasonable deadlines, crazy-long working hours, huge assignments to finish over the weekend, etc. Although working is necessary, overworking of this kind is a prime burnout for employees as it causes added stress and pressure, making it impossible for them to maintain a work-life balance.
Too many companies want to hire employees with startling qualifications and rich experience, but they give them the average pay equivalent to someone with even less knowledge and skills than them. This kind of situation often leads to frustration. Every employee must be paid for the experience that he/she has and for the performance, they’ve delivered.
Employers should encourage an employee’s work by giving him/her bonuses, annual raises, and promotions that will foster this growth in the long run.
10. Work-life Balance:
If it’s anything that, an individual yearns for is a healthy balance between his professional and personal life. All the reasons stated above contribute to the employees’ workplace discontent. A steady job with doable recruitment and encouragement can help employees to manage their lives better.
To retain your best employees, organizations should work on developing themselves and the management where they fail. Good employees are hard to get, and making them feel appreciated and recognized is one way to retain them to work with you. Motivating an employee’s ideas, working alongside him, boosting his morale, and generally keeping the workplace happy by communicating and maintaining harmony amongst employees can give your workforce a roof of growth and productivity.
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