10 Reasons Why Your People Leave
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Posted by Michael S. on August 5, 2016 in Manufacturer Focus

We will give you a hint— the biggest reason doesn’t have anything to do with the job itself. In March 2014, a Gallup poll of more than 1 million employed workers found that a bad boss is the top reason U.S. employees quit their jobs. That month alone, 2.475 million Americans left their jobs. So why are so many people—nearly 30 million a year—quitting their jobs?

 

Here are the top 10 reasons people leave and what you can do to prevent that from happening.

 

  1. Bad boss. This should come as no surprise—especially since we gave it away in the first paragraph. And we’ve all heard the saying “People quit their boss, not their job.” What can you do? Ensure managers and supervisors are engaged with their employees and follow company policies. Don’t allow favoritism or nepotism.
  2. Boredom. This doesn’t mean employees don’t have enough to do. Instead, it means they feel underutilized and that they are not challenged. To avoid this, provide your employees with challenging assignments and rotate them through different departments and jobs.
  3. Relationships with coworkers. Not having friends at work can cause unhappiness. Allow employees to socialize at work. Have a weekly 15-minute social gathering so employees can get to know each other and talk about their common interests.
  4. Inability to use their skills. Once employees lose their sense of pride or accomplishment in their work, they will start looking for another opportunity. Make sure assignments are challenging and employees have opportunities to grow through promotions and transfers.
  5. Disconnection with company goals. If employees don’t know what the goals are, they feel disconnected and frustrated. Communicate your company’s goals, ask for employee input when goal setting, and— we can’t stress this one enough—keep open communication with your employees.
  6. Lack of autonomy. If workers feel they have no input or control over what they are doing or being asked to do, they become quickly frustrated and will leave. To stop this from happening, empower your staff, have mid- and low-level employees attend brainstorming and problems solving meetings, and make employees part of the decision-making process.
  7. “Meaningless” tasks. If employees feel their work doesn’t count or help the company, they may feel they are not needed and start looking for a place that does need them. Make sure your employees understand the importance of their roles within the company. This also goes back to open communication.
  8. Financial instability. If employees see a drop in sales, loss of customers, layoffs, or restructuring, they may question their future with the company and start thinking about leaving. If you do have to cut jobs, ensure your employees understand why and what you are doing to protect their jobs. Communicate specific business issues and how the company plans to deal with them.
  9. Lack of recognition. If people feel their efforts and work are not recognized, they will become dissatisfied and start looking for a place that will appreciate their contributions. Make sure you let your employees know when they do well or when your company lands another customer. Also, promote from within when possible to show you value your current employees’ talents.
  10. Corporate culture. Althoughthis is becoming a larger issue with the Millennial generation, it is applicable to all generations. If a company doesn’t match the values, needs, and beliefs of their employees, then the employees will feel out of place and may leave. It is important to develop a company culture that attracts the talent you need. Conduct internal surveys, talk with your employees, and discuss your company culture with potential new hires before they start.

 

As you look back at employees who have left your company, do you know the reasons? If you don’t, you may want to consider performing exit interviews to get more insight into why employees leave and what you can do to prevent that problem in the future.

Michael S. is our Manufacturing guru
I have over 30 years experience in a broad range of manufacturing areas. Starting with an apprenticeship in Germany I’ve worked my way through a verity of positions within the manufacturing field. I got my start as a Tool and Die maker. I next became a supervisor of a class A tool room, then manager of a machining department. I was exposed to lean manufacturing in the mid 90s and adapted the lean philosophy. Loving and teaching the lean approach, I moved on to become a Continuous Improvement manager which led to a job as a manufacturing manager. I joined Acuity in 2015 as their manufacturing expert. I hope to evolve how manufacturers deal with, and think about insurance companies, as well as be a resource to my fellow employees – enabling them to better understand the unique needs of manufacturers.


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