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16 Things That Make Good Employees Quit

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Things That Make Good Employees leave their Job

Capable workers may complete their tasks and hit roadblocks when they request more work; the resulting boredom and lack of fulfilment on the job can be just as toxic as being overworked. There are several reasons why they leave their job. We have listed out 16 Things that makes good employees to quit their jobs:

1. Too Much Work

Good employees are often capable of doing more than they are initially tasked with, which can be a tricky problem. That level of capability can result in an employee being asked to do more work than he or she can handle, which can lead to long hours, frustration at contributing more than the rest of the team and ultimately, burnout.

Big Short

2. Too Little Work

Even a too little work can bring frustration to employees. There is a famous says "Idle Brain is devil's Kitchen". So if the employees are left with less or no work, the devil begin cooking in their mind.

Little Work

3. A Lack of Work/Life Balance

Washington Post contributor Libby Hoppe knew on the second day of a new job that she would quit – and she did, just two months later. What drove Hoppe to resign were the rigid timekeeping rules in her office, which didn’t allow her the flexibility to handle her family responsibilities.

When she needed to come out of her office to take care of a sick child, she found she was penalized by losing trip time. Family or different obligations can require flexibility that an employer is unable or unwilling to provide. In these circumstances, workers generally discover it simpler to give up than to rearrange their family obligations.

Work Life Balance

4. Promotion Issues

Many employees leave jobs when there is no upward mobility. No matter how hard they work or how well they succeed, there are no opportunities for advancement into higher-paying, more demanding positions.

Alternatively, if a less qualified or capable workforce member gets a promotion, high-performing employees may look elsewhere – especially if a former teammate becomes a manager.

Promotional Issues in work Place

5. They Don’t Recognize Contributions and Reward Good Work

It’s easy to underestimate the power of a pat on the back, especially with top performers who are intrinsically motivated. Everyone likes kudos, none more so than those who work hard and give their all. Managers need to communicate with their people to find out what makes them feel good (for some, it’s a raise; for others, it’s public recognition) and then to reward them for a job well done. With top performers, this will happen often if you’re doing it right.

Lack of rewards

6. Poor Management

Unfortunately, in many companies being a manager is considered a step on a typical career ladder, regardless of an employee’s expertise. Managers require expert communication and interpersonal skills, yet not all managers have these skills or are given the training to gain them.

"Too many managers have never been well coached themselves,” says Leigh Branham, “Lacking a good role model, they either give no suggestions and coaching in any respect or [they] revert to the ‘YST’ model – yelling, screaming and threatening. Most managers fear giving honest feedback, mainly because they haven’t been trained to do it well.”

Unclear communication of expectations from a manager can leave both employee and employer frustrated and unhappy in the work environment.

Poor Management

7. A Toxic Work Environment / Culture

While the ideal workplace would include colleagues behaving professionally, not all personalities mesh so easily. Interpersonal conflicts, office gossip, recognition-grabbing or undercutting of coworkers can lead to a toxic work environment, which might make a capable employee consider quitting.

One more problem may be interoffice competition: Even when flexible hours and trip time are generous, a competitive workplace might prevent employees from feeling like they can use their benefits or flexible work options without getting penalized. Having difficulty scheduling vacations, or being discouraged from doing so, can also lead to employee dissatisfaction.

Research has shown that taking full advantage of trip time actually improves production, so encouraging a workplace culture where people can unplug and relax will benefit everyone.

Toxic Work Environment

8. Recognition Issues

Raises are miserly, recognition is rare – neither of these company attributes is going to foster company loyalty among employees or encourage them to put in extra hours over the weekend.
When employees do good work, they should be recognized financially and publicly. Otherwise, someone else will!

Work Place recognition Issues

9. Stingy Benefits

A generous benefits package and perks can often be as much of a lure to employees as a generous salary. Funding for professional development or education, good health insurance, generous sick days, flexible hours, telecommuting options, more than the minimum paid maternity and paternity leave, ample vacation time – these are the kinds of benefits that can assist a company retain workers or, when they are not provided, drive an employee to look for a better package elsewhere.

Benefits don’t even need to be large to be appreciated – something as seemingly minor as snacks at meetings can make a big difference (“no meeting with out eating” will maintain blood sugar steady and employees happy). Planned social events may go far to gain employee loyalty and forestall a toxic work environment.

Toxic Work Environment

10. They Don’t Honor Their Commitments

Making promises to people places you on the fine line that lies between making them very happy and watching them walk out the door. When you uphold a commitment, you grow in the eyes of your employees because you prove yourself to be trustworthy and honorable (two very important qualities in a boss). But when you disregard your commitment, you come across as slimy, uncaring, and disrespectful. After all, if the boss doesn’t honor his or her commitments, why should everyone else?

Honoring Commitment is more important

11. Changing Career Goals

Switching jobs multiple occasions over the course of a lifetime has become the norm: Most people born in the late baby boom (1957-1964) have had 11.7 totally different jobs between the ages of 18 and 48. If one career field is not fulfilling, it is now fairly common for workers of all ages to start new careers unrelated to the path they originally embarked on.

Talking with employees about ways in which they can stay in their job while continuing to learn and grow may help companies retain high-performing individuals.

Changing Career Goals

12. Taking care of Employees

More than half of people who leave their jobs do so because of their relationship with their boss. Smart companies make certain their managers know how to stability being professional with being human. These are the bosses who celebrate an employee’s success, empathize with those going through hard times, and challenge people, even when it hurts. Bosses who fail to really care will always have high turnover rates. It’s impossible to work for someone eight-plus hours a day when they aren’t personally involved and don’t care about anything other than your production yield. There is a management saying which goes like this; " People leave their jobs not because of the salary but because of their boss"

Take Care of Employees

13. They Hire and Promote the Wrong People

Good, hard-working employees want to work with like-minded professionals. When managers don’t do the hard work of hiring good people, it’s a major demotivating factor for those stuck working alongside them. Promoting the wrong people is even worse. When you work your tail off only to get passed over for a promotion that’s given to someone who glad-handed their way to the top, it’s a massive insult. No wonder it makes good people leave.

Promoting Wrong People

14. They Fail to Challenge People Intellectually

Great bosses challenge their employees to accomplish things that seem inconceivable at first. Instead of setting mundane, incremental goals, they set lofty goals that push people out of their comfort zones. Then, good managers do everything in their power to help them succeed. When talented and intelligent people find themselves doing things that are too easy or boring, they seek other jobs that will challenge their intellects.

Creative Challenge

13. They Fail to Engage Their Creativity

Essentially the most proficient workers search to enhance all the things they contact. When you take away their capability to vary and enhance issues since you’re solely comfy with the established order, this makes them hate their jobs. Caging up this innate need to create not solely limits them, it limits you. Who will love to do the routine and boring job?

Engage people creatively

15. Treating everyone equally

They treat everybody equally. While this tactic works with school children, the workplace ought to function differently. Treating everyone equally shows your top performers that no matter how high they perform (and, typically, top performers are workhorses), they will be treated the same as the bozo who does nothing more than punch the clock.

Equal Treatment

16. Tolerating Poor Performance

They tolerate poor performance. It’s stated that in jazz bands, the band is only as good as the worst player; no matter how great some members may be, everyone hears the worst participant. The identical goes for a corporation. When you allow weak hyperlinks to exist with out consequence, they drag everybody else down, particularly your prime performers.

Poor Performance

 

Bringing It All Together

If you want your best people to stay, you need to think carefully about how you treat them. While good employees are as tough as nails, their talent gives them an abundance of options. You need to make them want to work for you.

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