Pssst … Here Are the Real Reasons Why Employees Move on

01/10/12

In the exit interview, they may tell you the new opportunity “just landed in their laps” and they weren’t really looking -- or that they’re “perfectly happy” with their jobs, but they felt it was time to make a change. Though that sounds nice in person and on paper, the truth is satisfied, loyal employees don’t seek out new positions (whether actively or not) or leave their jobs on a hunch.
There’s something else going on, and if you don’t identify it, you may find more employees looking for the exit with little explanation.

Here are the biggest reasons talented employees choose to move on — and how you can take action before it’s too late:

1) Problems with the boss
It’s been said that employees leave their bosses, not their jobs. And according to a Florida State University study, more than 40 percent of employees feel they work for bad bosses. The reasons for their discontent are varied: 39 percent of workers said their supervisor didn’t keep promises, 37 percent said their supervisor didn’t give proper credit when it was due, and 27 percent said their supervisor made negative comments about them to other employees or managers.

Don’t pay the high price of poor management. Be certain your managers and supervisors are selected for their leadership and interpersonal skills, provide regular training on effective management techniques, and encourage an open-door policy that allows employees to express their concerns.

2) Lack of empowerment
When there is little hope for career advancement or growth, employees can tune out and turn off. At the same time, people want to influence decisions, make choices and solve problems. Inspired managers will work with their employees to understand their career expectations and devise a step-by-step plan to help them achieve these goals and develop professionally. They’ll also give them a voice in the decisions that affect their daily work, the output of the department and, ultimately, the success of the company. Remember: Employee engagement starts at the top, and if everyone in the company knows what they’re striving for (and has an equal opportunity to contribute), they will be happier.

3) Feeling overworked
You’ve heard it here before, but it bears repeating: Employees crave a healthy work/life balance. Otherwise, they may burn out and look for a job that offers more flexibility and a healthier work environment. The signs may already be there, including employees consistently working late, working through lunch, working sick, taking work home, passing up on vacations or always rushing to meet deadlines. Don’t make the mistake of thinking that hard-working employees can keep up the pace indefinitely. Support your top-performing employees with stress-reducing perks such as a flexible schedule and additional resources (whether new technology or extra personnel) to ease their workload.

4) Shortage of recognition
Another point we’ve made countless times: Employees want to be recognized and appreciated for their efforts. Feeling stressed out and unrecognized is a dangerous combination in any work setting. Tip the scales in your favor by stepping up your recognition efforts in 2012 -- from saying thank you, pointing out everyday accomplishments, and honoring birthdays and anniversaries to touching base with employees more frequently, establishing an employee of the month program and rewarding specific achievements with a prime parking space, an extra day off or a retail gift card. 

5) Insufficient job security
It should come as no surprise that employees can feel the strain of a struggling or low-performing company. Whether due to outsourcing, industry decline, lack of profits, competitive threats or rumors that the company may be sold, a company on shaky ground will leave employees feeling fearful and insecure. Some will stay in the hopes that conditions will improve, though others will flee when the weather gets rough. Especially during uncertain times, it’s essential that companies share status updates regularly with employees, that managers meet with employees after a layoff or restructuring to revisit company goals and that remaining employees receive regular reinforcement that they are critical to the ongoing success of your business.