10 Reasons People Really Quit Their Jobs

Not everyone will be happy in their job – some will be living out their dream position, and be enjoying every moment, but others may want to take a break or leave completely.

If an employee leaves, sometimes it can be inevitable, but if you’re constantly losing your best players and turnover is turning dirty, then you have a real problem. It’s also time to take a look at the ten reasons listed below (by and see how you are treating your employees.

1) They aren’t valued:

Do you feel dissatisfied with your job? 58% of employees who are not happy with the way they’re treated plan to change jobs within a year – but what are the main reasons for this unhappiness?

66% of employees state that salary is a real problem, with the same number explaining that they don’t feel valued – so make sure your employees are appreciated for everything they do and respected for their values and commitments outside of the workplace too.

RELATED: How Much Does an Unhappy Employee Cost?

2) Bad managers:

A highly skilled, intelligent, and productive employee doesn’t always make a good manager. You need to invest time, money, and resources in training your leaders and emphasizing the crucial role they play.

37% of workers reportedly have a poor opinion of their boss – so communicate the goals to each employee clearly, and get to know them properly.

READ MORE: 10 Myths About Your Employee – Manager Relationship

3) Poor communication:

In a survey of 210,000 employees, less than half were satisfied with the information they received from management. Communication is a two-way process, so assess the channels through which people can give and receive this information.

4) Their efforts don’t get recognized:

Just over half of Australians feel they get recognized enough at work – and 93.3% who are regularly recognized feel satisfied in their current job. Effective recognition is SMART:

  • Specific: Link it to a company value or behavior you want to see repeated.
  • Measurable: Track who is giving and receiving recognition within the company.
  • Authentic: Never lie – always mean what you say and say what you mean.
  • Regular: 8 times a year for recognition has the most impact.
  • Timely: Recognise immediately, and amplify the good feeling of that very moment.

5) They didn’t get the promotion:

36% of employees feel they have been overlooked for a promotion, and although you should never ask for one – so don’t just depend on giving them more money. Support and train them to ensure they move up with the right skills too.

6) Lack of training:

This point follows on from the last – a lack of training leads to stagnation. If you cut your training budgets, you will see a company that is less productive and less efficient.

7) There’s no way up:

People like to achieve through a journey – they don’t want to go straight to the top or stay in the position they’re in. 45% of workers have stated that they’re dissatisfied with advancement opportunities, and 22% who can’t see opportunities will look at other companies.

8) Too much work:

With 39% of employees dissatisfied with their work/life balance, and 80% wanting to work fewer hours, it’s not surprising to see that work commitments outside of hours are an important reason for some people to leave – as it can cause burn out.

Always make sure you check in with your workers, to help them manage their goals and keep their to-do lists to a minimum.

9) Lack of trust or autonomy:

The most valued attributes at work include trust, honesty, and fairness, according to 90% of employees. 80% say that a lack of trust is enough to make them leave.

RELATED: How to Build Employee Trust with Honest Career Conversations

10) They didn’t know or connect to your purpose:

Do you have a purpose for your country? 68% of employees believe that businesses aren’t doing enough to create a sense of purpose – there should be something bigger, to which everyone is making a contribution.

Every time someone new joins, ensure you communicate to them clearly what your company stands for and the role they play in getting to the team goal.

READ MORE: How to Resign From Your Job Without Burning Bridges