Top 5 Reasons Why Employees Quit a Company


Presentation Description

Here are 5 top reasons why employees quit a company. Find out the factors that motivate or demotivate employees when they work for you.


Presentation Transcript

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Top 5 Reasons Why Employees Quit a Company

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In today’s age of abundant opportunities job-hopping is considered as one of the top reasons why employees quit. While many assume that a pay hike is the only reason why employees tend to seek greener pastures it is not the case always. Workplace dissatisfaction is an ordinary happening and its cause is an accumulation of several factors. According to research only 12 of employees that eventually leave a company are the ones seeking more money. In fact according to a survey conducted by HAYS a leading recruiting agency 71 of employees would rather accept a pay cut if it were to lead them to a better job. Job satisfaction entails employees being happy with the environment they are operating in the people they are surrounded with and their prospects of growth and learning among other things.

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Here are a few other top reasons why employees quit a company. 1 Inflexible Schedule Firstly employees are human beings. Their health must be looked into and employers should ensure that their working hours are feasible and do not take a toll on their bodies. Employees expect a relaxed work schedule which pushes them to work yet does not force them to the brink of a burnout. In fact according to research 82 of employees would be more loyal to their affiliated company if their jobs were more flexible. As an employer you should allow your employees the opportunity to work from home if their workload allows it and allow flexible working hours to ensure their commitment towards your company.

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2 A Lack of Empathy As human beings all seek empathy and the need to understand one another. As a leader you must express empathy and try to understand your employees. A survey by Business Solver revealed that 92 of employees would stick to their jobs if their boss shows compassion towards them and others. While some people are more empathetic than others we can train ourselves to acquire this trait. As the head of an institution you are required to inculcate this mode of expression and understanding. Organizations promoting diversity house individuals from several castes religions and geographic locations. Therefore you must try to be compassionate towards your employees who carry your dreams and aspirations forward.

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3 Disengagement An inclusive workplace makes employees feel at home. If the employees are disengaged and are working just for the sake of it they are likely to lose interest over time and seek opportunities elsewhere. According to research conducted by Gallup 59 of workplace-engaged employees are happy with their job and are less likely to seek new employment. If your employees are having a hard time fitting in and connecting with the work culture find out what engages them and try to grasp their attention. Conduct activities and team building sessions to help them interact with one another.

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4 Undervalued If your employees feel undervalued nothing can pique their interest in work. The feeling of being undervalued in the company can easily turn an asset into a liability. If your employees are putting in a good shift for your company appreciate their efforts let them know that you are grateful for their contribution. According to research 66 of employees would consider leaving their job if they are not appreciated enough. Acknowledge the efforts put in and make them feel valued. After all your company is a team of talented individuals who work for you.

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5 No Future When an individual accepts a job they expect a pay rise and growth in years to come. If they do not see any prospects of growth after a year or two of working with your organization they may seek new pastures in their quest for a promotion an additional learning curve and advancement in their field of expertise. Almost 70 of employees want to leave their job because they are not given a chance to grow in their current role or to take up the responsibility of a role at a higher position. If an employee deserves a promotion or opportunities to advance his skillsets do not deny him. Conduct regular training workshops to ensure that your employees’ skillsets are ever-increasing and that they are satisfied.

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You must value your employees and understand their needs. Do not deny someone the opportunity of growth and be empathetic towards them when necessary. Keep office hours as per official norms and allow your employees to work remotely if the work does not require them to be present at a particular place. While it is not advised to enable your employees to work remotely at all times if a project is less-intensive or if there is an emergency that needs their attention back at home you should be considerate towards their needs. After all the feeling of being appreciated can go a long way in establishing trust and ensuring employee retention. Source:

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