The Real Reason Good Employees Quit

I am working as a consultant for more than 5 years and during that period I came across many entrepreneurs and employees, heard so many problems and worked on that. One major problem which I heard from many entrepreneurs is “Employees are quitting the job. No employee is ready to make his career with them. Today also I met one entrepreneur and he was discussing the same problem with us. So, I took this opportunity to share my views on “Why Employees are quitting the job?”

During my consulting, I have observed that there is an employee’s who has an incredible performance and looking at him we think that, “This is the one!”  Who has a bright future? They are smart, engaged, driven, and seemed to really love the job. We think, “he is going to be together with a company!” and have a promising career. But then one fine day, they quit.

Why any employee is not willing to continue with any organization and changing his job. Here are some reasons employees might quit a job

  1. NO VISION:

Many times I have observed that the company does not have a clear vision. In modern times where entrepreneurs like JACK MA had already planned his road map for more than 100 years. for ALIBABA and if we compare him with other entrepreneurs then we came to know that they don’t have any plan. They even don’t know whether after 10 years they will continue their business or not. There are few companies where employees are working for more than 5 to 10 years and the reason behind that is they are great at communicating their vision all the way from the top down to the front-line workers.

  1. Stagnation (360-degree development)

Now the world is changing so fast. Still, I remember that before some years in India we were working on 3G and just in a couple of years we are on 4G and many companies already started on 5G and 7G. No one likes stagnation then we can assume that our employee will not like to work the same things. If they like then we must thank almighty to give such employees. Now our associates (employees) want to feel that they’re still moving forward and growing in their professional life. They want to have something to aspire to. If we are not giving them then we also know that our competitor is also watching him. So, it’s better than we can plan one training calendar where we can upgrade their professional skills and give them an opportunity to work according to their skills.

  1. System and processes

Many times I heard from employees that they felt injustice with them. Because they were working since last 5 years and their salary is 20000 where the salary of new joinee is 22000. No one wants to stick around in a workplace that doesn’t treat them fairly.  I am sure many companies are facing this problem. Some may be aware and some may not. So, for that, we can ask our HR on how to guide them on a regular basis. Many companies don’t have any process for recruitment and performance appraisal. And just because of that it may be possible that a person who is an expert in buttering will get promoted where eligible will not. This type of discrepancy will lead to dissatisfaction and ultimately we lose our experienced associate. So, here I would recommend that we should have a performance appraisal system and for that if required we can then take the help of the professional.

  1. No Work-life Balance:

In today’s corporate world the schedule is not fixed so it is very difficult to manage both the life (personal and professional) together. During the early days of business at that time entrepreneur sacrifices his personal life because he wants to build his empire. And now same he/she accepts from his/her employee also. It is acceptable for some days if he worked after working hours. Here still I recommended that never allow any employee to work before or after working hours.

According to a survey by Right Management, 36% of workers get after-hours emails from their supervisors. Some 9% say their bosses email them while they are on vacation and 6% say they get emails on the weekend. What will happen in this scenario, employees’ burnout faster and most will simply start looking for a new place to work- even while working for you. If you want to retain your key employees, it is essential you know what is tempting them to look elsewhere.

  1. Growth Opportunity:

Nowa day’s many employees believe that if they want a hike in their salary then it’s better to switch the job. E.g., there are 2 friends who joined “A” company on the same date with the same designation and with the same salary. Their salary was 20000. After 2 years their salary was 24200 by 10% increments each year. Then one of the friends put his resignation and joined Company “B”. Here he gets 30% increment on his last CTC. That means his salary reach to 31460, where his friend salary was 24200. After completion of 6 years salaries were 32210 (who was continue with Company “A”) and 41873 (Who switched the job and joined company “B”).  After that again that person switched the job to company “C” with a 30% hike. And now his salary turned to Rs. 54435.  Differences between those 2 friends are 22,225 Rs. This is the calculation for 6 years. In such a situation there is a change where our employee will definitely get de-motivated and will try to search better opportunity.

In this type of situation also, If PMS will implement properly then I firmly believe that employee can earn a salary that he wants.

These are the main reason I believed and other reasons could be,

  1. Wrong people are hired or promoted
  2. Employees creativity, not channelized/engaged.
  3. Lack of recognition
  4. Relationships with coworkers​
  5. Organization’s financial stability
  6. Employers Don’t Honor Their Commitments
  7. Employees contributions aren’t recognized

The best way to retain your employees? Ask them what they want and work with them to make sure everyone gets what they need.

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