7 Reasons Why Employees Leave and How to Prevent It

Are you wondering why your employees are leaving? Here’s 7 reasons why employees leave and how to prevent it:

Reasons Why Employees Leave

Lack of Work-Life Balance

It can be hard to juggle work and life if you are constantly swamped with endless projects and tasks. You might find yourself stressed out and start to see it affect your personal life. Having a healthy work-life balance is essential for every employee. To prevent employees from leaving your organization, you should aim to balance their work-life balance.

Limited Development & Promotion

If you want to reduce employee turnover and give your organization more opportunities for success, you should focus on developing and promoting your employees. Employees who feel comfortable to try new ideas and develop themselves professionally will bring opportunities to your organization as these employees will be likely to think outside the box and find new solutions to problems. You give meaning to an employee’s work when you offer them a chance to develop themselves professionally, reducing the chances of them leaving.

Seeking Better Employment Benefits

In today’s job market, hiring high quality talent can become very competitive. Companies are increasing their competitiveness by offering better employee benefits. According to the Society of Human Resource Management, offering employees benefits such as flexible work options, career development programs, mental health and wellness programs, onsite offerings, and paid leave all increase employee retention.

Excessive Workload and Burnout

Having excessive work load can easily burn out even the best employees. It can be difficult to manage an excessive amount of work without feeling stressed out or having to work extra hours. To prevent employees from having an excessive workload, you should ask employees directly if they are feeling overwhelmed. Hiring more talent or relying on PEO services for internal operations could reduce some of the workload in your organization.

Lack of Recognition and Appreciation

The lack of recognition at an organization can cause employees to leave because they feel unappreciated. Employees feel more motivated and excited to come to work when they receive recognition. Positive feedback is important if you want to reduce employee turnover. Recognizing your employees can be done when positive feedback is earned, if you want to motivate your employees all the time you should appreciate your employees for their worth. When you show appreciation towards your employees, you are more likely to build trust and connect with them on a personal level. Employees who build trust and connect with their employees are less likely to leave for another organization.

Lack of Meaningful Work

According to the Harvard Business Review, 9 out of 10 people are willing to earn less money to do more meaningful work. The lack of meaningful work at an organization leads to a lack of productivity, causing many employees to leave for organizations that offer more meaningful work. Meaningful work doesn’t always have to mean making an impact on those around them, employees also find that having a strong sense of social support and shared purpose can equivalate into meaningful work. For employees who experience social support, average turnover rates were reduced by 24%.

Not Feeling Connected to Company Values and Mission

Employees may feel more inclined to leave an organization when their personal values do not reflect those of the company. It’s important to have aligning values and goals within an organization and their employees if you want to retain your employees. People are more inclined to work for an organization that aligns with their personal values.

How to Prevent Employee Turnover

Here’s some simple ways to reduce employee turnover in your organization:

  • Recognize and reward employees
  • Connect company mission and values to employee values
  • Give opportunities for development and promotion
  • Allow employees to “think outside the box” and find new solutions to problems
  • Encourage a healthy work-life balance
  • Hire high quality talent

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