Why do employees quit? Hidden reasons leaders overlook
Employees leaving the company are common in the business world. In fact, 10-20% turnover is not actually a source of concern, as it often shows employees pursuing better employment opportunities, exploring different career paths, or moving to new areas. These reasons point to the natural progression of a person’s life, not to the problem within the organization. However, if employee turnover rates exceed 20%, it’s time to start looking for other reasons to quit. And while these may not be so obvious, they are still enough to free your workforce, and your company will lose valuable knowledge and reduce productivity. In this article, we’ll go beyond what comes to mind, and explain seven “hidden” reasons why employees will quit their jobs.
Seven obvious reasons why employees are terminated
Considering the causes of employee turnover, we often think about the most obvious answers, such as higher pay, more benefits, or perhaps worse management. However, other factors could lead to employee departures and ultimately higher rates of surrender.
1. Lack of psychological safety
It is essential for employees to feel comfortable and safe in their minds, express their opinions, and express their concerns whenever something disrupts their daily lives. At the same time, they are free to own mistakes without fear of supervisors or colleagues trying to ridicule or retaliate at them. If this supportive environment is not present or lacking, employees will be irritated. They may not show it immediately, but over time they will be released, their voices are heard and they seek a work environment where they are appreciated.
2. Incorrect value
It is usually recommended that employees separate their lives from their professional life. Still, the important discrepancies between personal views and values and employer opinions and values can certainly lead to departure. For example, employees who are committed to social responsibility may struggle to continue working for a company that prioritizes profits over community well-being. While it may be difficult to explain why you want to quit during an exit interview, it is important to understand that HR professionals, especially younger employees, are increasingly aware of the employer’s core values and social agenda and are not hesitant to leave an organization that contradicts their beliefs.
3. The fatigue of ambiguity
When talking about ambiguity at work, refer to when employees are unsure about what is expected or how to complete the task. You might think this only happens during onboarding when employees are still taking on new positions. However, unclear expectations, conflicting demands, lack of direction, and poor prioritization can widen well after the first stage of employment. While unexpected situations can occur for most professionals, constant work in a state of uncertainty can be a blow to employee morale and overall engagement. This situation ultimately leads to mental fatigue and the desire to find a more stable work environment.
4. Unappreciated, invisible labor
While a person’s job description outlines official tasks and responsibilities, what we overlook is invisible labor. The term refers to a variety of tasks around the workplace that are essential for smooth operation, but no one is clearly responsible. These tasks include resolving conflicts with clients, ordering supplies, organizing company parties and events, and taking notes during meetings. Each of these actions is important, and if they are not recognized or evaluated, employees who carry them will be responsive and frustrated. Eventually, they stop running the extra distance and slowly become indifferent towards their work environment.
5. Positive toxicity
Everyone appreciates their positive attitude at work and their words of encouragement, especially in challenging times. But what happens in a work environment where employees only express positive feedback and pressure them to suppress negative experiences, emotions and reactions? Then we are a very uncomfortable and uncomfortable situation for your workforce, causing emotional dissonance and even a reason to quit. Enforcing employees to be proactive will negate their experience, discourage them from speaking their minds, and develop a rigged and suffocating work environment.
6. There is no freedom to take initiatives
It is not uncommon for employees to improve their processes, kickstart side projects, test new ideas, and explore ways to pursue specific skills development paths. These actions are just a few of the many ways employees can take initiatives to enhance their work, promote careers, and contribute to the efficiency of the company. If the work environment is overly rigid or strains bureaucratic processes, employees may feel that they are not given freedom to improve and innovation. Over time, this situation may thwart employee creativity and encourage them to seek more flexible employers.
7. Loss of meaning
The last hidden reason for employees leaving, and perhaps the most difficult reason why it’s reversal, is that their work no longer brings meaning to their lives. Once they reach that point, an increase in salary, additional benefits, or stability is not enough to change their minds and continue to commit to their role. Purposes are personal to all individuals and can be found in many aspects of the job, including impact on the world, flexibility, and nurturing relationships. If for some reason, an employee stops feeling like a problem with their job, the departure is likely to continue, and perhaps even resign.
Understand why employees quit
The reasons behind employees leaving their jobs are not always related to major life changes or dramatic fallouts with supervisors and colleagues. In many cases, the factors that drive individuals to seek new professional opportunities are less obvious and quietly accumulate over time. Daily microattacks, unrecognized contributions, moments of uncertainty slowly wear off employee engagement, allowing them to finally get out the door. It is essential for leaders to recognize these hidden reasons for employees leaving. To raise their motivation and loyalty, we take steps to cultivate a corporate culture where employees support, understand and value them.
