From my years of experience as a business consultant, I have identified a “Top Ten” list of reasons why people quit..
Management demands that one person do the jobs of two or more people, resulting in longer days and weekend work.
From my years of experience as a business consultant, I have identified a “Top Ten” list of reasons why people quit their jobs.
- Management demands that one person do the jobs of two or more people, resulting in longer days and weekend work.
- Management cuts back on administrative help, forcing professional workers to use their time copying, stapling, collating, filing, and other clerical duties destroying job satisfaction.
- Management puts a freeze on raises and promotions, when an employee can find a job paying 20 to 30 percent more somewhere else.
- Management does not allow the rank and file to make decisions or allow them pride of ownership. People like to have a little autonomy in their jobs — the ability to make a decision without needing approval from everyone.
- Management constantly reorganizes, shuffles people around, and changes direction constantly.
- Management does not have or take the time to clarify goals and decisions. Therefore, it rejects work after it has been completed, damaging the morale and esteem of those who prepared it.
- Management shows favoritism and gives some workers better offices, promotions, trips to conferences, etc.
- Management relocates the offices, forcing employees to quit or double their commute.
- Management promotes someone to supervisor who lacks training and/or necessary experience, alienating staff and forcing good employees to quit.
- Management fails to deal with poor performers causing greater conflict and stress while at the same time preaching teamwork and cooperation.
Interesting….all ten factors begin with the phrase “Management.”
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Top Ten Reasons People Quit Their Jobs
Employees quit for many reasons but, in general, there are five important areas that motivate people to leave their jobs.
- Poor match between the person and the job
- Poor fit with the organizational climate and culture
- Poor alignment between pay and performance
- Poor connections between the individual, their coworkers, and the supervisor
- Poor opportunities for growth and advancement
Source: Transforming Your Workforce from High-Turnover to High-Retention
Which of these 10 reasons do you see most often?
