The Top 5 Reasons why people quit their jobs
Guestpost by Syed Ibrahim Imran
Are you wondering why people are quitting their jobs now more than ever? Well, while many people might think it’s all about the money, it isn’t. The reason behind someone quitting their job is always different. This article presents you with the top five reasons that lead to people wanting to make a career switch.
No Empowerment for Success
People who believe they will not advance due to injustices are more likely to depart than those who believe they will. Undervalued employees will seek employment elsewhere rather than fighting a business culture that doesn’t value their talents and viewpoints.
Managers can help by highlighting the importance of belonging and inclusiveness. There should be someone in the organization to act as a facilitator during team meetings. The facilitator’s job is to keep the dialogue fair by ensuring that everyone has an opportunity to speak up.
Providing additional job training opportunities to employees is also a great way of making them feel engaged, appreciated, and valued; ultimately, resulting in them wanting to grow within the organization.
Employees Will Leave If Their Career Remains Stagnant
Employees who don’t believe they have possibilities for advancement are more likely to leave their employer, even if they like their position.
Managers should aim to provide frequent opportunities for employees to build new habits and skills to provide on-the-job learning. Managers can inquire about employees’ professional goals in one-on-one meetings. They should then search for ways to provide their employees with meaningful responsibility and opportunities to grow.
Keep in mind that career advancement doesn’t necessarily have to be in the form of a promotion. Opportunities to explore new and distinct business areas are also considered growth. Managers might encourage employees to choose a skill they’d want to improve and arrange a skills swap with someone on another team. It’s an excellent opportunity to strengthen bonds while both sides gain confidence and develop new skills.
Additionally, providing employees the opportunity to join online bootcamps for further skill learning can be beneficial.
Employees Want to be Recognized For Their Unique Abilities
Top employees often desire a job that takes advantage of their unique skills and qualities. People who do not believe their work allows them to use their skills are more likely to leave their company.
Managers should be flexible when allocating projects and encourage staff to “job craft,” or mold their positions into something more enjoyable to enable people to invest in their unique skills.
Long-term employees are more likely to be bored with their existing jobs and more receptive to new experiences. Employees are less likely to seek novelty at a new employer if they are provided fresh possibilities to use their expertise.
A Feeling of Purpose
Employees who don’t believe their work makes a major contribution to the company’s mission are more likely to depart. After months of working remotely, employees have become increasingly fragmented and lonely and now want to be a part of something bigger than themselves.
Managers can increase purpose by connecting the dots between people’s daily tasks and the company’s larger aim. When assigning duties, managers can communicate how each individual’s project fits into the wider picture.
[Jonathan: I like that one, I find it important to understand how my actions/tasks are playing a role in the grand scheme of things, am I doing something useful at all that will benefit clients/the company?]
People Desire Clear Objectives
When things seem beyond our control, a sense of progress is crucial. People who don’t believe they have clear, attainable goals are more likely to leave their firm than those who reach significant milestones regularly.
Managers can help employees deal with uncertainty by providing defined, time-bound performance indicators. People who have clear expectations are more likely to accomplish their best work since they know what they aim for.
Managers should take a step back after issuing instructions. Micromanaging is the quickest way to demotivate employees. Hybrid teams with a high level of autonomy perform better, are happier in their professions, and are more creative.
People aren’t just thinking about their empowerment and growth when deciding whether to stay or quit. They’d rather feel like they’re a part of something bigger than themselves. Managers may keep their best people from quitting by giving them opportunities to grow, connecting them to the corporate mission, making them feel included, and aligning their particular skills with team tasks.
What You Should Do as an Employee if You Are Dissatisfied With Your Job
- Identify exactly why you are dissatisfied with your work. It could be due to facts like pay, hours, benefits, poor work-life balance, burnout, and more.
- Let your boss know what’s going wrong and ask for feedback.
- Start looking elsewhere by researching other companies before resigning.
- Ask for advice from those around you who might share similar experiences.
Conclusion
We have listed the five most common reasons why employees quit their jobs. As a manager who wishes to retain high performers, it is necessary to consider the reasons above. As an employee who wishes to work in an organization without having to switch jobs, considering factors such as personality, work attitude, and career expectations is necessary.
About the Author
Syed Ibrahim Imran, from Karachi, Pakistan, started working with Career Karma in July 2020. He is currently enrolled at Iqra University as a BBA student. He has contributed content to some of the best software and IT companies in Pakistan. He hopes to start his own digital marketing agency or real estate firm before he turns 30 years old.
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I would like to thank Syed once again for this breakdown of the reasons why employees leave their jobs. I think we could all write books on why we quit past jobs (or want to quit current ones) but I think it is summed up pretty well.
In my experience, we should all continue to explore new fields and grow our competencies (Blockchain, AI, deepening current skills, networking, etc). And while it is good advice to try to improve and discuss the situation with your manager (it is excellent for your personal experience and growth to address issues and find solutions), often I realized that the problem is best solved by looking elsewhere!
If like Syed you wish to collaborate for guest posting or sponsored posts please do not hesitate to reach out by e-mail jon@joneytalks.com and of course, for everyone, do follow us on social media as well for more great content, check our Facebook, Instagram, Twitter, and join our e-mail list. I would love to connect with you!