Trillium Insights

Thoughts and Insights from Trillium's Practice Leaders

Why Do People Leave Jobs?

Why Do People Leave Jobs?

Employee turnover is something every employer faces.  But why do people leave their job?  As the old saying goes, “people quit their bosses, not their jobs.”  The more companies can learn about why employees leave, the better positioned they are to reduce it.  Here are a few reasons.

Responsibility Overload:  Companies are continually under pressure to do more with less and have reduced staff over the last several years.    The work the former employees were doing still needs to get done, so employers are distributing the work to their remaining employees putting an additional burden on top of their regular job responsibilities.  Overworking good employees is counterproductive.  If you must increase the workload for your key employees, make sure you are providing them some incentive for taking it on.  Simply increasing workload without providing incentives will likely lead to your employee seeking another job that gives them what they feel they deserve.

Micromanagement:  Retention issues are also caused by managers who are persistently over-involved in the day to day working of employees.  It is a good course of practice to have your fingers on the pulse of what’s going on in your company, but leaders often cross the line into micro-managing.  Your best employees want to feel empowered to enable them to use their skills and experience to get the work done.  Good employees want to work in an environment that allows them to embrace autonomy and independence.  Without this, your best employees will leave.

Lack of Professional Growth:  Employees should be in a constant state of learning.  Ambitious individuals have a desire to learn and grow, and when they don’t see these opportunities, they will be inclined to seek more rewarding opportunities.  Help your people gain a little knowledge every day.  Encourage training within your organization and provide opportunities to learn and produce new information.  When you have a talented employee, it’s up to you to keep finding areas in which they can improve upon or expand their skill set.  This will ensure that each employee is engaged, excited, and challenged to contribute, create, and perform.

An employee’s skills and abilities make them very marketable and gives them career options.  If you want to minimize turnover and retain your top talent, you need to think carefully about how you treat them.  You need to make them “want” to work for you.  Take these three tips to heart, and you will reduce turnover and retain your most wanted employees.