People quit their jobs for a wide variety of reasons. While every situation is unique, most of reasons why people quit their job is something that could have been controlled by the company. Every employee has certain perceptions regarding their dream job. When their actual job fails to meet with the determinants of their dream job, it may prompt them to become a job hopper.
Companies lose good employees primarily because they do not recognize their talent over time. Good employees always want to keep moving up consistently, earn more, learn more and expect more etc. If they aren’t offered continuous opportunity to improve their skills, grow personally and learn new things that interest them, grow their salary, or earn enough in compensation and benefits to make them feel comfortable, then they will look elsewhere for a career and company that offers these. It also requires a lot of genuine appreciation and recognition for employee retention.
If the employee is working on a temporary job or on a part-time basis and wants to move on, one of the prime reasons for quitting could be that they have found a permanent full-time position. A lot of people quit their jobs because they feel like they have been doing the same thing for a very long time and want to do something different. There are also cases where employees don’t want to deal with the mental and physical stress associated with their jobs.
Co-workers, bosses, and a negative office environment can all make job difficult. Leaders who don’t trust their employees often micromanage them, constantly questioning their decisions and requiring them to seek approval on everything they do. High performing employees don’t typically need this level of oversight. Instead, they thrive in environments where there is a high level of trust and autonomy. No one wants to be bored and unchallenged by their work. Highest performing employees are often burdened with the most unreasonable volume of work to perform. This leads to a stress level that isn’t controllable, and these high performers naturally look for better fits elsewhere in time.
There are several things that can be done to improve employee retention. First thing to do is to make a plan to increase employee engagement. Employee engagement nurtures feelings of loyalty and emotional investment in a position, and employees are less likely to be tempted away where and when they feel they are truly valued and needed. Also, implement a solid rewards program to show your talent you’re grateful. Employee turnover is expensive, time-consuming, and does nothing to help employee engagement. Employee engagement happens when a member of staff feels like they are invested emotionally in the workplace, this helps to increase employee loyalty. Morale is a vital ingredient of organization success because it reflects the attitude and sentiments of organizational members towards the organization, its objectives and policies.