It can help you control at least the business-related causes for employee turnover. Here are the major professional reasons for employees to quit their jobs.
Lack of challenge
Most employees like to feel challenged, at least every now and then, in their jobs. They need to feel that their job is making them tap into deeper aspects of themselves, making them excited and happy, challenging them to perform better and more creatively. A lack of challenge is one of the major reasons behind employees quitting their job, and a feeling that their job is monotonous and boring.
Another major reason for employees quitting their job is the overall corporate culture. Employees tend to leave when the workplace culture is not open and encouraging, if they are not recognised or respected enough.
Relationship with the boss
An employee is highly likely to quit his/her job when he/she does not share an agreeable relationship with the boss. It is difficult to remain happy and satisfied with a job if one does not see eye-to-eye with the immediate superior/s, and there are frequent squabbles and differences of opinion.
Relationship with co-workers
The workplace is where employees spend most part of their waking day, and co-workers are the people they spend it with. It is, hence, absolutely necessary that an employee shares a good understanding and rapport with his/her co-workers. The lack of such a rapport could be a significant reason for an employee to quit his/her job.
Recognition and rewards
An employee might consider quitting his/her job if he feels under-valued, under-recognised and under-rewarded in terms of the efforts put in by him/her. Lack of competitive salary and other monetary and non-monetary benefits can cause an employee to leave. Similarly, if the management does not provide its employees with fair and equal chances to grow and develop themselves, the results could be disastrous.
Rumours or news of an organisation’s instability can cause employees to consider leaving their jobs. It is possible for employees to feel insecure about the organisation’s well-being on account of several factors like bad press, mergers and acquisitions, constant lay-offs, high rates of employee turnover, and lack of favourable business circumstances in the industry.
Lack of flexibility
A failure to recognise the personal problems of the employees and accommodate them by the organisation leads to a feeling of frustration among them. This, ultimately, causes them to quit their jobs and move on to more favourable and flexible positions.
An employee might consider quitting his/her job if he/she feels that their skills are not being utilised, or that they are being under-utilised. This gives rise to a feeling of dissatisfaction, leading to employee turnover.
Meaningfulness of work
When an employee begins to feel that his job is meaningless in the overall scheme of things, he/she begins to feel dissatisfied and unmotivated. Everyone wants to feel that they are making a difference – in the organisation or to the world at large. A lack of this feeling could cause an employee to quit his/her job.
Lack of independence
A mistake that a number of organisations do is to saddle their employees with several responsibilities, without giving them the necessary authority to perform their jobs with ease and efficiency. This can cause feelings of frustration and inferiority in the employees, and ultimately contribute to employee turnover.