Why Do Employees Leave?

Research says that most of the resources or employees quit or leave an organization because of frustration and constant friction with their boss or superiors or other team members. The reasons can vary with the cases – low salary, lack of motivation, lack of growth prospects, which make an employee to look out for a job change.

It is not just the Management and the Human Resources Managers, but also the Line Managers who are responsible to ensure that the employees are satisfied with their roles and responsibilities and the job is offering them a new challenge and learning every day.

The rules and regulations change once a lady staff is involved. Consistent with the survey conducted, the key reason for women employees leaving the organization is not just the remuneration or compensation; discontentment, constant friction with the team members or the superiors or lack of growth prospects, lack of career development and lack of motivation by the leader play a major role in influencing the decision of an employee for leaving the organization.

Pregnancy happens to be one of the critical reasons for female employees deciding on whether to leave or stay in an organization. Maternity benefit is the key retention and motivating factor for female employees.

It is not that employees do not have good opportunities in hand, but if they feel dissatisfied with the current job or the employer, they switch over to the next job. So, it is the responsibility of the employer to retain the best employees. Hence, a good employer should know how to attract and retain the good and the best employees.

Employees do not leave any organization without any significant reason. There are many circumstances that influence an employee to leave the organization. The most common reasons why employees leave their employers are as follows −

• Job is not what the employee expected to be
• Job and responsibilities mismatch
• No growth opportunities
• Lack of appreciation
• Lack of trust and support in coworkers, seniors and management
• Stress from overwork and work life imbalance
• Compensation
• New job offers

Example

In an organization "XYZ", there was an employee "a", who was very talented and was to deliver his work within the time frame allocated to him. He was a dedicated employee and never used to interfere in unnecessary gossips or rumors and used to be away from others. The quality of work output was excellent without any errors and was always thought provoking and innovative. He was very serious about his work and his work performance was always appreciated.

There was an employee "b", who was the immediate boss to "a" and never liked the work of "a" and always used to consider that "a" is the biggest threat at the workplace. So, "b" used to insult and always demotivate employee "a". This made "a" very much tortured and disturbed and finally "a" got fed up with "b" and decided to move to another organization.