Top-Ten Reasons Why People Quit Their Jobs
By: Gregory P. Smith
Greg Smith's cutting-edge keynotes, consulting, and training programs have helped businesses reduce turnover, increase sales, hire superior people, and deliver better customer service. As President and founder of Chart Your Course International, He has implemented professional development programs for thousands of organizations globally. Greg has authored eight informative books including Here Today, Here Tomorrow: Transforming Your Workforce from High Turnover to High Retention and 401 Proven Ways to Retain Your Best Employees. He lives in Atlanta, Georgia. For more information, visit www.ChartCourse.com or call (770) 860-9464.
There are many reasons why good employees quit , most are preventable. From my years of experience as a consultant, I've identified a "Top Ten" list of reasons why people leave jobs:
Interesting, isn't it, that all ten factors begin with the phrase "Managementů."
- Management demands that one person do the jobs of two or more people, resulting
in longer days and weekend work.
- Management cuts back on administrative help, forcing professional workers
to use their time copying, stapling, collating, filing and other clerical
- Management puts a freeze on raises and promotions, when an employee can
easily find a job earning 20-30 percent more somewhere else.
- Management doesn't allow the rank and file to make decisions or allow them
pride of ownership. A visitor to my website E-mailed me a message that
said, "Forget about the "professional" decisions-how about
when you can't even select the company's holiday card without the President
rejecting it for one of his own taste?"
- Management constantly reorganizes, shuffles people around, and changes
- Management doesn't have or take the time to clarify goals and decisions.
Therefore, it rejects work after it was completed, damaging the morale
and esteem of those who prepared it.
- Management shows favoritism and gives some workers better offices, trips
to conferences, etc.
- Management relocates the offices to another location, forcing employees
to quit or double their commute.
- Management promotes someone who lacks training and/or necessary experience
to supervisor, alienating staff and driving away good employees.
- Management creates a rigid structure and then allows departments to compete
against each other while at the same time preaching teamwork and cooperation.
Interesting, too, just how many of these high-turnover factors are preventable?
My retention survey confirmed the truth of the saying, "Employees
don't quit their companies, they quit their bosses." Thirty five percent
of the respondents answered yes to the question, Was the attitude of your
direct supervisor/manager the primary factor in your quitting a previous
Soft management skills-people skills-are the critical element in battling
high turnover and creating a high-retention workforce or what I call, "retentionship."