Most of us think that employees leave the job because they do not like their boss, or maybe they aren’t being paid enough. The data is in and you aren’t going to believe what it tells us.
The Data Reveals Why People Leave Their Job
No one wants to be stuck in a dead end job for the rest of their lives. Employees that do not feel like there is any room for advancement in their current job will go in search of new employment.
One survey was conducted interviewing 10,000 people. Of those individuals:
45% said they left because of concern of lack of advancement opportunities
41% said they were unhappy with the leadership of senior management
36% said they were not happy with the work culture or environment
34% said they were unsatisfied with how they were compensated and benefits they received
34% said that they were not happy with the lack of recognition for the work they put in.
How Can The Data Help You?
Given these pieces of information, you can greatly reduce the number of people that you lose in your business.
When you take the data you have been given and firm up those areas that are lacking, you will have happier employees that stay with you longer.
Create a Place For Advancement
Not having the ability to advance in the job is the number one reason people said they left the job. It is up to you to give your employees a chance to advance in their career.
When you are selling the career advancement opportunities to your team, make sure that you share with them how they can use this advancement for future career in the company.
Be a Strong Senior Manager
You cannot ignore that the second biggest reason people left their jobs is due to their dissatisfaction with the senior management. It is up to you to become the type of leader that people are willing to follow.
Often times, your leadership is not the problem, as much as it is a lack of relationship. Get before your employees more often. Create a communication loop that allows them to provide feedback to you and vice versa.
It is wise to use the information you are given to tighten up weak areas in your company in order to retain more employees.
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Written by our associate Gary Sorrell, Sorrell Associates, LLC. All rights reserved worldwide.