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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 May 22, 2019

                    50 Great People To Follow On LinkedIn, No Matter Your Industry

                    50 Great People To Follow On LinkedIn, No Matter Your Industry

                    LinkedIn is an excellent platform to network with great people to help you in your career and businesses. However, with over 575 million people on the site, who should you follow? This list will steer you to the right people to follow, organized by categories of expertise.

                    Job Search Experts

                    You will likely have several jobs throughout the course of your career, and you will constantly need advice on new trends and strategies out there in the job market. Here are the LinkedIn experts who you should follow on these matters.

                    1. Liz Ryan is the CEO and founder of Human Workplace. Her articles on job searching are filled with creative and colorful cartoons.

                    2. Lou Adler is the author of The Essential Guide for Hiring and Getting Hired.

                    3. Dr. Marla Gottschalk will help you make an impact in a new job.

                    4. Hannah Morgan runs CareerSherpa.net, where she gives expert advice on job searching and how to be more visible online.

                    5. Alison Doyle is the CEO and Founder of CareerToolBelt.com.

                    Management Experts

                    They say that people leave managers, not jobs. These experts in LinkedIn will help you become your employees’ dream manager.

                    6. Jeff Weiner. How can we leave out the CEO of LinkedIn himself?

                    7. Nozomi Morgan is an executive coach. She can help you transition from a boss to a true leader.

                    8. Mickey Mikitani is the CEO of Rakuten. He constantly shares his expertise in managing a global player in e-commerce platforms.

                    9. Andreas von der Heydt was the head of Amazon’s Kindle Content and now the Director of Talent Acquisition. He has extensive experience in management, branding, and marketing.

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                    Productivity Experts

                    By maximizing your productivity, you can win in all aspects of life. The following LinkedIn experts will help you win big in your career.

                    10. Gretchen Rubin is a happiness coach and the bestselling author of the The Happiness Project.

                    11. Carson Tate is the founder of Working Simply. She advises us to include play in our schedules.

                    12. Greg Mckeown is an essentialist. Part of being an essentialist is saying no to many things so that we can focus on the things that matter.

                    13. Brian de Haaff, CEO of Aha! Labs Inc. provides strategies on how to be productive and happy at work at the same time.

                    Marketing Experts

                    14. Sujan Patel is VP of Marketing at When I Work, an employee scheduling software. He is an expert in content marketing and he even shares his ideas on content marketing in 2020.

                    15. Megan Berry is the Head of Product Development at Rebelmouse, a content marketing and AlwaysOn powerhouse.

                    16. Sean Gardner will help you navigate the social media landscape. This includes how to use different platforms to help accelerate your career. He is also the bestselling author of The Road to Social Media Success.

                    17. Christel Quek is an digital and marketing expert. She is the VP of South East Asia at Brandwatch. Their products help businesses utilize social media data to make better business decisions.

                    18. Jeff Bullas is a digital marketing expert. His blog has over 4 million readers annually.

                    19. Michael Stelzer is the CEO and Founder of social media powerhouse site, Social Media Examiner.

                    20. If you’re looking for inbound and content marketing expertise, follow Dharmesh Shah, Founder and CTO of Hubspot.

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                    21. David Edelman is a McKinsey partner and is at the helm of the Digital Marketing Strategy Practice Department.

                    22. Dave Kerpen leads the social media software company Likeable Local. He is the author of Likeable Social Media: How to delight your customers.

                    23. Clara Shih is the CEO of Hearsay Social and the author of The Facebook Era.

                    24. Aaron Lee is Grand Master of Customer Delight at Post Planner. He is an excellent resource for everything social media.

                    25. David Sable is the CEO of Y&R, one of the largest advertising firms in the world.

                    26. Content marketing trumps traditional marketing these days, and who else better to lead you in this area than Joe Pulizzi, Founder of Content Marketing Institute.

                    Personal Branding Experts

                    Part of what we market in our personal career is our brand. When people hear your name, what kind of brand comes into their mind? What traits and qualities do they associate with you?

                    Here are some personal branding experts from LinkedIn to improve your own brand.

                    27. Dorie Clark is the author of Stand Out and Reinventing You. He can help you craft the professional image you’ve always wanted.

                    28. Dan Schawbel is the managing partner of Millennial Branding. If you’re a millennial, Dan is the guy to help you craft your personal brand.

                    Other Notable Experts to Follow

                    29. Lisa Gates is the expert to follow if you’re negotiating for higher salaries and promotions.

                    30. If you’re a Baby Boomer, Marc Miller will help you navigate the continually changing landscape of the workplace.

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                    31. To avoid getting your resumé moved to the “No” pile, read Paul Freiberger’s excellent advice.

                    32. James Caan provides insightful ideas on careers in general. He is also a serial entrepreneur.

                    33. Jeff Haden writes on various topics, such as leadership and management. He is the owner of Blackbird Media.

                    34. If you’re looking for expert business advice on getting new customers and keeping them, follow Jay Baer.

                    35. Suzanne Lucas, aka Evil HR Lady, is a great human resources specialist.

                    36. If you need help in using Twitter to boost your career, Claire Diaz-Ortiz can guide you in the right direction.

                    37. Ryan Holmes is the CEO of Hootsuite, a social media management tool.

                    38. Customers are the lifeblood of a business and Colin Shaw focuses on revolutionizing this customer experience.

                    39. Brian Solis often reflects on the future of business and how technology can disrupt our world.

                    40. Nancy Lublin provides advice on more lighthearted topics, which are perfect after a long day’s work. She is the CEO behind Dosomething.org, a portal designed for social change; and the founder & CEO of Loris.ai and Crisis Text Line.

                    41. Katya Andresen provides advice on how to manage your career. She was the CEO of Cricket Media and now responsible for the SVP Card Customer Experience at Capital One.

                    42. Gallup has created a system to test what your strengths are and how to use them at work. Jim Clifton is the CEO of Gallup.

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                    43. Adam Grant is a Wharton Professor and the author of Give and Take, which provides advice on why being helpful at work can accelerate your career.

                    44. Hunter Walk is a partner at Homebrew Venture Capitalist Company and has specialty in product development and management.

                    45. If you’re running a nonprofit organization, follow Beth Kanter for expert advice on this area.

                    46. Emotional Intelligence is necessary to succeed in your career, and Daniel Goleman is your expert for that.

                    47. Rita J. King connects science, technology and business.

                    48. Tori Worthington Rose is a Creative Director at Mary Beth West Communications, LLC. She has extensive experience in sales and digital media.

                    49. If you’re looking for some advice on how to use writing and personal content marketing to boost your career, follow Ann Handley.

                    50. Tim Brown is the CEO at IDEO and shares his insights on Leadership and Creativity.

                    These are just some of the key thought leaders and movers in various industries. They will provide you with constant inspiration, as well as the willpower to pursue the career that you’ve always wanted. Their stream of expert ideas in their respective fields will help you become well-equipped in your professional pursuits.

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                    Featured photo credit: LinkedIn Sales Navigator via unsplash.com

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