Why Good Employees Quit?

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Imagine a situation, where you’re in the middle of building a team and your best resources or talents leave? How does it feel? Yes, it’s really very upsetting. Of course, whenever employees leave, there can be mixed emotions. But, when dedicated, hard-working and efficient employees leave, that could have wider implications and fall out of various reasons for quitting. And the question is to be answered here is ‘Why do good employees quit a company?’  What could be the wrong-doing of the company that prompt the employees to take such drastic step? At the same time, finding the replacement for those people and making them indoctrinate into the organization can be very hard.

1. Poor office culture   image

Office culture goes a long way in determining whether a job is right for an employee or not. For example, an employee might have found their dream role on paper, but in reality, when he lands up actually it’s not there what he had thought. The negative atmosphere, poor and sickening work culture put the employees in a horrible state make him to quit.

Having a great and forward looking work culture can be the difference between keeping a great employee and being another stepping stone in employee’s work history. Every company has a definite work culture, getting identified with it and they have developed that over a period of time. Not everyone can fit and that’s fine so long as the persons that identify with the culture stay.

poor work culture

Top management should think of bringing some changes to that stereotypic mindset, making it more accessible to others. Otherwise who would want to work in a negative, stifling and sickening environment? That’s why they have to introduce some innovative things time to time which can attract, stay and grow good employees.

2. Contributions Being Undervalued

Repeatedly the work and contributions of employees are not being recognized or low-appreciation and remuneration can force them to seek other employment. Reassuring someone of being the job well-done, then nobody underestimate the power of giving the pat on back, especially the top performers who are intrinsically motivated.

Particularly, there are good employees who give it their all`, need time and again some reassurance that’s really needed as reward. In that context, managers need to communicate with the people what makes them feel good and then reward them for the job well-done. With top performers, this should happen often if they’re doing it right.

Feeling of not being compensated enough for the work they’re doing can be very de-motivating. The wages seems too low and they feel under-appreciated and make few employees to stay back if they feel important in a way to a team or project. Although, it is needed for employees to benchmark salaries and ensure that they maintain competitive remunerations.

3. Promoting the wrong people

Good, hard-working and motivated employees want to work like-minded professionals. When the managers don’t do the enough homework while hiring, it’s very uncomfortable for those who work alongside them.

Every team is vulnerable to weak links. The teams know which are those weak links and won’t allow them to be the cause of the failure. This is where the job of team leader and managers’ role become crucial, knowing the skills and capabilities of the members. The problem here is that when the manager promotes the wrong people for the job, the employees are bound to feel neglected. People go on working day and night for the promotion, but someone else get the advantage. This is one of the most common and the cruelest reasons why good employees leave an organization.

Of course, it may feel subjective, and the comparisons may not be clear and justified, there’s definite communication problem, being viewed by employees as “favoritism”. If you want your hard-working and capable employees to be insulted, ignored or drive them out, this could be one of the finest ways to employ.

4. Overwork

Overwork

Overwork is one of the biggest reasons why good employees quit, making them feel as if they’re being punished for being top performers. Overworking is always counter-productive. It’s somewhat oxymoron of types; believe it or not actually it’s a trap. Eventually, the overworked employees’ performance sharply declines over a period of time. The reasons could be varied and contractdictory. One of the causes, one can guess could be for not getting alo0ng well with the top management.

Talented and hard-working employees can take on bigger workload, but it doesn’t mean they should be suffocated with their jobs. Without changing the process, position or title, if you just go on increasing the workload, it would be highly depressing and not in accordance with the good corporate culture.

5. Job profile and Future becoming unclear

Many times when a person is hired for a particular job or role, the job description appears perfect, but the corporate realities of the role change with interactions within the company, and simultaneously business conditions change. Such situations bring a great deal of uncertainty, confusion and insecurity among the ranks and a dedicated employee feel utterly discomforting and disappointing which can make them to look other way round. Top management must ensure the employee should go through regular coaching and training sessions, making him/her about the clarity of the job at hand. Proper reward and motivation could work wonders for them.

6. Workplace Politics and Peer Pressure

workplace politics
workplace politics & Peer Pressure

In this highly competitive and technology-oriented corporate arena, there’s cut-throat competition to keep their places intact in the organization. That generates workplace politics and peer pressure. The workplace politics is more or less prevalent in every corporate. When a new employee enters in a company, he or she has to go through some tough situations from seniors. If it’s aimed at something professional, then it’s fine. If it’s aimed otherwise, being guided by some unscrupulous and jealous colleagues, then it turns worse.

Personal Growth
Neglecting Personal Growth

7. Undermining personal growth

Promoting wrong talents is a different thing, but not allowing to  pursue their passion and personal growth sometimes turn out to be very discomforting and unpleasant. The passionate employees try out new ways to become more productive. They are always in look out for innovation to contribute to the growth of the company, at the same time at the personal level also. But they’re repeatedly being discouraged or not given the go ahead.  Finally, with no options to explore, they call it quit.

  1. Implementation of Unnecessary Rules

Every organization follows some basic and ground rules which have to be obeyed by all the employees working in that organization. But there exists difference between creating rules that are necessary and the ones that can be irritating or suffocating.

The rules such as overzealous attendance policy, shortsighted policies for creating order within the team, cut in the remuneration for various reasons and the same yardsticks are not being followed for everyone. These things make employees to give a second thought to continue in the organization.

 

 

 

@SuryodayaRajguru8989