Research by Global revealed that happiness is a key motivator in the decisions employees make – and that’s true no matter whether employees decide to stay or leave. Happy employees are more likely to feel they are culturally aligned with their employer. They also maintain close relationships with their immediate supervisor and colleagues. If you are seeing a faster than normal turnover in your organization, now may be a good time to take stock of your brand as an employer and how you stack up against the competition in key areas. See why an employ giving workers are quitting their jobs? So we have prepared for you the list of the 8 most common reasons why employees pack up and leave.
- The bad bosses
It is said that employees leave their boss and not the company. In fact, almost a third of job seekers say they want to quit their current job because they don’t get along with their manager, above all other factors. A bad boss can be exhausting and turn an otherwise rewarding job like serving time in jail. A bad boss can take many forms. He may suffer from a lack of leadership or exercise exaggerated leadership (micromanagement), show disparagement towards employees, and behave inappropriately. In fact, there are all kinds of bosses out there and they can push employees to take the powder. A bad boss can poison an otherwise productive and collaborative environment. Therefore, choose your leaders carefully and make sure that your management style matches the goals of your organization.
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- A deficient corporate culture
While the corporate culture may seem mundane, while the job is otherwise fulfilling, this aspect can play a huge role in employee happiness at work. Full-time workers spend more than 8 hours at work every day. This is a huge investment in any institution, more than all of your other waking hours put together. Younger generations (yes, Generation Y) prioritize a work culture they believe in, sometimes even at the expense of their wages. If they feel they don’t belong with co-workers or if they feel that the goals and values of the company do not match theirs, they are likely to be headed for the exit rather quickly. Be upfront about your business goals and values from the start. There is no point in luring an employee to then find out, a few months later (after receiving their training), that the values you presented to them during the interview were just a screen of smoke. Know that he will be leaving his post one way or another.
- Lack of pride within the organization
We all want to be proud of our work and feel that our contribution is worth it. Think about how you would describe your first job. If you were serving burgers or stocking the shelves in a grocery store, you may have told people that you work in the ‘food industry’ or ‘retail’ and intentionally omitted aspects of which you were not very proud. The same principle applies to full-time careers. Most people want to work for a company they can be proud of. We take pride in working for a reputable company by saying, for example, ‘I work for Amazon’ or ‘I work for Facebook’.
- Stress levels are crossing the line
Stress is often said to be the source of many problems, from sleep disorders to obesity and heart problems. At worst, it can negatively impact your health and spread its tentacles into other areas of your life. Let’s face it, no one likes to be stressed. And in case you ignore it, people see work as the number one stressor. The main stressors found in this category include being unhappy at work, too high a workload, long working hours, poor managers, pressure to achieve high expectations, the risk of dismissal, and harassment in the workplace. As an employer, you are responsible for providing a safe and inclusive work environment where employees feel supported. Make sure that balancing work and personal life is a priority and that employees have a way to voice their concerns without fear of retaliation.
- The lack of fairness and respect
Nothing makes employees lose their temper as much as feeling that they are not being treated fairly andknow the reason why short notice resignation letter.We all recognize that the rules and hierarchy within a business are essential to keep the organization running smoothly. However, the rules within a company should apply equally to all employees, including members of management.
Unless there are clearly set rules for managers and other leaders, be sure to treat everyone equally, regardless of their role in the company. The same rules for everyone, regardless of their position, help foster respect and trust. Leaders whose motto is ‘do what I say, not what I do’ can be scorned if they behave like this. Also, make sure that the company’s expectations are clearly defined and achievable, and take the time to listen to the opinions and comments of employees, although it may not always be possible to act on them.
- Their work is irrelevant to them
Just as they would like to be proud of the organization that hires them, most employees would also like to be proud of their work. If they believe their work is meaningless and meaningless, chances are they will pull away from it. When employees have a very specific job that relies on a particular task, it can be especially difficult for them to see the difference in their day-to-day work. To counter this problem, make sure employees understand their place in achieving overall business goals.
Regularly offer employees information and training that will help them learn new skills and ask them how they feel about their job. Also, foster an environment where they feel they can be honest in the face of challenges and unhappiness. If we punish employees who dare to speak up, you might never even learn that they were unhappy until their resignation letter ends up on your desk.
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