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7 Most Common Reasons Why Employees Leave A Company

7 Most Common Reasons Why Employees Leave A Company

A steady, well-trained workforce is one of the many keys to a successful business. It’s always a significant loss when company time and resources are invested in an employee who then leaves prematurely. Some employees quit due to health problems or some other unavoidable reason; however, most leave of their own accord and many of these departures can be avoided. This is especially important if isolated incidents turn into an exodus.

In many cases, it is the working environment rather than low pay that prompts an employee to leave. Fortunately, a simple analysis may explain why employees are “voting with their feet” and choosing to leave a business. By talking openly with current and former employees, recruiters, managers and business owners can discover the reasons behind unhappiness and why people choose to leave. They can then work to rectify an unhappy working environment. Here are seven of the most common reasons why employees leave a company:

1. An inflexible schedule can be very problematic for an employee.

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    Employers and supervisors sometimes forget that employees have lives outside of the workplace and fail to offer or even consider a flexible schedule. A stringent, five-day, forty-hour working week leaves little time for conducting business outside of the business. Increasing hours Monday through Thursday so employees work four ten-hour days then have a long weekend each weekend, is one way some employers are addressing this problem.

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    Another option is to hire two people to share the role. Employers gain in having a broader perspective brought to the position, and the workload can be expanded. Telecommuting is also becoming highly favored in the workplace as more people take advantage of better technology. Productivity is increased and employees may schedule their own workday and week.

    2. Management may be causing problems rather than solving them.

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        Surprisingly, sometimes an employee advanced to management is a poor manager. A manager may also have poor habits, such as being too attached to his or her email, smartphone, or computer. Inattention to employee needs can cause an employee to leave out of frustration. Managers who are too busy or too distracted to listen to employee concerns are definitely a problem that needs to be addressed.

        A manager who cannot be bothered to assist employees, or who sloughs off their responsibilities, or who blames others for departmental problems is giving off warning signs of extremely poor management. Perhaps, even, the manager is failing to challenge his or her employees, or sets goals that are unrealistic or are all talk and no action. These are also indicators of a bad manager.

        3. Opportunities to advance are not available to talented and gifted employees.

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          Upward mobility is important to every employee and career stagnation can bring those dreams to a grinding halt. There is more to working than a paycheck. Of course, pay is a big motivator, but it is not a major motivator. People like to feel that they are being challenged or that they are the “go-to” person to resolve particular problems. No one likes to feel they are replaceable or mere cogs in a larger mechanism.

          Non-existent training programs or work delegations often contribute to this problem. Performance evaluations that are specific to work development may assist in stemming an employee exodus. If an employee knows where and how improvement can be implemented, the employee will likely choose to stay over searching for a new position.

          4. Employers sometimes devalue their workers, creating a hostile work environment.

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            Employees who do not feel valued or respected in the workplace will leave. It is simply an issue that employees do not and will not endure to stay in a workplace. Disrespect in the workplace causes a significant reduction in productivity as well. As the working relationship is dissolved, expensive high employee turnover is the result.

            Part of the work ethic, discipline, and enjoyment of work is derived from being a known and valued employee. A lack of appreciative respect on the part of the employer reflects poorly to potential customers and in the market as well. In other words, new and returning customers take note of this and will begin to wonder: If employees are derided, is the customer possibly undervalued as well?

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            5. Management has failed to provide proper support to employees.

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                Employees may begin to feel taken advantage of when support is lacking in the workplace. Perhaps, in order to cut costs, the employer has a single employee working in the role of two or even three people. Or an employee spends a great amount of his or her time on tasks outside his or her job description, such as copying, stuffing envelopes, or other unrelated clerical duties.

                Another example of lack of support is requiring the employee to ‘fill-in’ for other important roles. Inexperience quickly leads to frustration as the new tasks go undone or are so demanding that the role the person was hired for goes unfulfilled. A lack of support feeds into an employee’s feelings of disrespect, further causing the employee to feel alienated and ultimately leave the company.

                6. An out-of-date policy may cause an employee to walk.

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                  A failure to address employee concerns in a timely manner leads to overwhelming frustration. Problems can and should be addressed quickly and soundly. Another frustrating aspect is that the employee may find themselves constantly addressing a problem that could easily be solved with updated policy. Policies that address the conduct of teamwork, supervisor-employee relationships, access to social media in the workplace, or the length of time it may take to resolve an issue are all examples of this. Policies that are outdated, or compliance and implementation procedures that seem to take forever, can often encourage an employee to look elsewhere for employment.

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                  7. A shift in core values can cause an employee to quit.

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                    A change in the central core values of a company often has a negative effect on an employee. The employee may find that his or her personal values are now incongruent with those of the company. An employee may find that the value change is not something he or she had signed on for when choosing to work there. Rather than compromise, very often the employee will simply leave.

                    An example of a core value shift may be witnessed at a political scale. Health plans that protect women are now federally mandated, and private organizations are finding themselves at odds with the sweeping change. Companies are choosing to ‘walk away’ from the mandate by suing and refusing to implement the new policy.

                    Have you ever found a working environment so bad you felt you had to leave? Have you ever had your complaints to management heard and successfully redressed? What do you find intolerable in the workplace? Let us know in the comments below.

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                    Last Updated on August 20, 2019

                    How to Find New Growth Opportunities at Work

                    How to Find New Growth Opportunities at Work

                    Career advancement is an enticement that today’s companies use to lure job candidates. But to truly uncover growth opportunities within a company, it’s up to you to take the initiative to move up.

                    You can’t rely on recruiter promises that your company will largely hire from within. Even assurances you heard from your direct supervisor during the interviewing process may not pan out. But if you begin a job knowing that you’re ultimately responsible for getting yourself noticed, you will be starting one step ahead.

                    Accomplished entrepreneur and LinkedIn Co-Founder Reid Hoffman said,

                    “If you’re not moving forward, you’re moving backward.”

                    It’s important to recognize that taking charge of your own career advancement, and then mapping out the steps you need to succeed, is key to moving forward on your trajectory.

                    Make a Point of Positioning Yourself as a Rising Star

                    As an employee looking for growth opportunities within your current company, you have many avenues to position yourself as a rising star.

                    As an insider, you’re able to glean insights on company strategies and apply your expertise where it’s most needed. Scout out any skills gaps, then make a point to acquire and apply them. And, when you have creative ideas to offer, make it your mission to gain the ear of those in the organization who can put your ideas to the test.

                    Valiant shows of commitment and enterprise make managers perk up and take notice, keeping you ahead of both internal and external competitors.

                    Employ these other useful tips to let your rising star qualities shine:

                    1. Promote Your Successes to Your Higher-Ups

                    When your boss casually asks how you’re doing, use this valuable moment to position yourself as indispensable: “I’m floating on clouds because three clients have already commented on how well they like my redesign of the company website.”

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                    Tell your supervisors about any and all successes. Securing a new contract or signing a new customer should be a cause for celebration. Be sure to let your bosses know.

                    2. Cultivate Excellent Listening Skills

                    Listen well, and ask great questions. Realize that people love to talk about themselves.

                    But if you’re a superb listener, others will confide in you, and you’ll learn from what they share. You may even find out something valuable about your own prospects in the company.

                    If others view you as even-minded and thoughtful, they’ll respect your ideas and, in turn, listen to what you have to say.

                    Check out these important listening skills: 13 Powerful Listening Skills to Improve Your Life at Work and at Home

                    3. Go to All Office Networking Events

                    Never skip the office Christmas party, your coworker’s retirement party, or any office birthday parties, wedding showers, or congratulatory parties for colleagues.

                    If others see you as a team player, it will help you rise in your company. These on-site parties will also help you mingle with co-workers whom you might not ordinarily have the chance to see. For special points, help organize one or two of these get-togethers.

                    Take the Extra Step to Show Your Value to the Company

                    Managers and HR staff know that it can be less risky – and a lot less costly — to promote from within. As internal staff, you likely have a good grasp of the authority structure and talent pool in the company, and know how to best navigate these networks in achieving both the company’s goals and your own.

                    The late Nobel-Prize winning economist, Gary Becker, coined the term “firm-specific,” which describes the unique skills required to excel in an individual organization. You, as a current employee, have likely tapped into these specific skills, while external hires may take a year or more to master their nuances.

                    Know that your experience within the company already provides value, then find ways to add even more value, using these tips:

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                    4. Show Initiative

                    Commit yourself to whatever task you’re given, and make a point of going above and beyond.

                    Position yourself so that you’re ready to take on any growth opportunities that present themselves. If you believe you have skills that have gone untapped, find a manager who will give you a chance to prove your worth.

                    Accept any stretch assignment that showcases your readiness for advancement. Stay late, and arrive early. Half of getting the best assignments is sticking around long enough to receive them.

                    5. Set Yourself Apart by Staying up on Everything There Is to Know About Your Company and Its Competitors

                    Subscribe to and read the online trade journals. Become an active member in your industry’s network of professionals. Go to industry conferences, and learn your competitors’ strategies.

                    Be the on-the-ground eyes and ears for your organization to stay on top of industry trends.

                    6. Go to Every Company Meeting Prepared and Ready to Learn

                    A lot of workers feel meetings are an utter waste of time. They’re not, though, because they provide face-time with higher-ups and those in a position to give you the growth opportunities you need.

                    Go with the intention of absorbing information and using it to your advantage — including the goals and work styles of your superiors. Respect the agenda, listen more than you speak, and never beleaguer a point.

                    Accelerate Your Career Growth Opportunities

                    A recent study found that the five predictors of employees with executive potential were: the right motivation, curiosity, insight, engagement, and determination. These qualities help you stand out, but it’s also important to establish a track record of success and to not appear to be over-reaching in your drive to move up in your company.

                    Try to see yourself from your boss’s position and evaluate your promote-ability.

                    Do you display a passion and commitment toward meeting the collective goals of the company? Do you have a motivating influence with team members and show insight and excellence in all your work?

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                    These qualities will place you front and center when growth opportunities arise.

                    Use these strategic tips to escalate your opportunities for growth:

                    7. Find a Mentor

                    With mentorship programs fast disappearing, this isn’t always easy. But you need to look for someone in the company who has been promoted several times and who also cares about your progress.

                    Maybe it’s the person who recommended you for the job. Or maybe it’s your direct supervisor. It could even be someone across the hall or in a completely different department.

                    Talk to her or him about growth opportunities within your company. Maybe she or he can recommend you for a promotion.

                    Not sure how to find the right mentor? Here’s How to Find a Mentor That Will Help You Succeed.

                    8. Map out Your Own Growth Opportunity Chart

                    After you’ve worked at the company for a few months, work out a realistic growth chart for your own development. This should be a reasonable, practical chart — not a pie-in-the-sky wish list of demands.

                    What’s reasonable? Do you think being promoted within two years is reasonable? What about raises? Try to inform your own growth chart with what you’ve heard about other workers’ raises and promotions.

                    Once you’ve rigorously charted a realistic path for your personal development within the company, try to talk to your mentor about it.

                    Keep refining your chart until it seems to work with your skills and proven talents. Then, arrange a time to discuss it with your boss.

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                    You may want to time the discussion around the time of your performance review. Then your boss can weigh in with what he feels is reasonable, too.

                    9. Set Your Professional Bar High

                    Research shows that more than two-thirds of workers are just putting in their time. But through your active engagement in the organization and commitment to giving your best, you can provide the contrast against others giving lackluster performances.

                    Cultivate the hard skills that keep you on the cutting edge of your profession, while also refining your soft skills. These are the attributes that make you better at embracing diverse perspectives, engendering trust, and harnessing the power of synergy.

                    Even if you have an unquestionably left-brain career — a financial analyst or biotechnical engineer, for example — you’re always better off when you can form kind, courteous, quality relationships with colleagues.

                    Let integrity be the cornerstone of all your interactions with clients and co-workers.

                    The Bottom Line

                    Growth opportunities are available for those willing to purposely and adeptly manage their own professional growth. As the old adage says,

                    “Half of life is showing up.”

                    The other half is sticking around so that when your boss is looking for someone to take on a more significant role, you are among the first who come to mind.

                    Remember, your career is your business!

                    More About Continuous Growth

                    Featured photo credit: Zach Lucero via unsplash.com

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