There are usually 10 reasons why employees quit.
Businesses that are stellar in employee retention tend to be more successful.
It’s worth noting they benefit with highly engaged employees who are productive, enhance customer relationships and have productive relationships with co-workers.
All of this typically helps the bottom line.
But many companies are suffering adverse effects of the COVID-10 era of the “Great Resignation.” Workers have known there’s been a high demand for their skills. Others have been worried about catching COVID in the workplace.
That’s largely why 48 million workers quit recently. For example, 4.53 million workers left their jobs in March 2022 and why 4.51 million quit in November 2021, according to the Job Openings and Labor Turnover Survey (JOLTS) by the U.S. Department of Labor’s Bureau of Labor Statistics (bls.gov/jlt).
True, many economists are warning, however, the trend might not continue if energy shocks and inflation don’t lessen for businesses and consumers as the economy continues to worsen.
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Meantime, Americans no longer graduate from college, get jobs and stay with their employers for years and years. Workers continue to quickly change jobs to enhance their resumes or even take lesser positions to achieve their personal or professional objectives.
The list of the most-common reasons:
1. The power of suggestion
Even social media plays a role. People read about others who quit their jobs for higher paying remote work, and then they think: “Hmm, I could do that.”
Countless news reports about the Great Resignation spark worker courage and thoughts about making a career change.
2. Job opportunities
Even though many employers complain they can’t find enough skilled workers, on May 3, 2022, the government data showed there were 11.5 million job openings.
Workers hesitate to quit when jobs are difficult to find, but with all the openings workers are anxious to advance their careers.
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3. Higher pay and benefits
Workers have been jumping at the opportunities for signing bonuses, higher pay or with better benefits.
Workers are increasingly concerned about their mental health and paid time off. Others want employers who offer student-loan repayments.
4. Looking for a brighter future
Many workers are turning to education to improve their abilities. Others are looking for companies for company-paid training.
5. Leaving a toxic workplace
For many, burnout and stress are too difficult. They want stability. They’re tired of bad bosses who are too demanding, show favoritism to others or fail to show appreciation for their contributions.
Others are tired of bullying co-workers or are weary from working for weak, failing organizations.
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6. Not being utilized effectively
Workers with a good work ethic or strong skills want to be challenged. They don’t want to be bored from spending their days watching the clock.
On the other hand, they feel they’re suffering burnout from exhausting job responsibilities.
7. Wanting a new routine
Many workers like their work but they want a new approach to their jobs.
Some are tired of commuting and want to telecommute, and are seeking remote work or a better work-life balance as a result of the pandemic.
For many with low-wage jobs, childcare costs are financial issues. Others want flexible work schedules or predictable work schedules.
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8. Aging factors
Over time, older workers have physical limitations or are frustrated with commuting. Others find it difficult to learn ever-changing technology or new work procedures.
Some are bored and want more challenging positions or simply desire a new job. And others simply want to retire.
9. Weariness of world events
As a result of upheaval, increasingly, workers are reevaluating their lives and work. This has been prompted by their concerns of the pandemic. Others want to change professions in order to make a meaningful difference for society.
10. Changes in personal lives
Significant change such as change in career goals, marital status, a spouse changing work locations, aging parents, a new baby or an empty nest are all catalysts for desiring change.
From the Coach’s Corner, editor’s picks for relevant management information:
Make Sure Your Hybrid Workplace Is Successful — Businesses opting for a hybrid approach need to make certain to have a detailed plan to guarantee success. If they don’t plan well, they could suffer from a toxic culture.
Management: Are You Stressed over Unfilled Positions? — If you’re having difficulty in recruiting workers — you’re not alone — so you might have to put on a new set of glasses in how you view your recruiting process.
Management – Improve Communication, Stop Rumor Mill — Gossiping and rumors hurt your staff morale and organizational performance. Such toxicity and negativity can also lead to expensive lawsuits. Here’s what you can do as a manager.
For High Performance Create an Emotionally Intelligent Culture — The benefits of an emotionally-intelligent culture are huge. Such organizations have strong sales, great customer loyalty and high employee morale — all because their employees have emotional intelligence. Here’s how.
Management – 8 Steps to Solve Employee Incivility — Obviously, mutual respect are vital in cooperation and teamwork for performance. Clear management strategies are necessary if you have uncivil staff members.
“By putting the employee first, the customer effectively comes first by default, and in the end, the shareholder comes first by default as well.”
-Richard Branson
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