Running a business is tough, and managing a group of employees is even tougher when the turnover rate is high. You feel like you spend half your time trying to find new workers, but did you ever wonder why your employees quit in the first place?
6 Reasons Employees Will Quit — Think Back to Before You Were a Manager
Unless you are one of the rare persons who stayed at the same job all your life, you probably also quit a few jobs. The six reasons you did leave probably are the same reasons employees quit working for you every year.
1. They are not challenged enough and get bored.
Remember when you used to love your job before it became “old”? You enjoyed the learning phase, which often felt like a honeymoon. You might even have become accustomed to performing a variety of tasks that you perfected beyond what you ever thought imaginable. Managers also relied on you, and they knew that you would complete whatever project they gave you. Perhaps you had employees who were like this. Then, they quit. It’s probably because the work you gave them became too easy, and they became bored.
2. They do not feel appreciated.
Do you ever say “thank you” or offer any kinds of incentives for jobs well done? If not, remember how you perhaps would feel if the situation was in the reverse. For instance, if you ever completed tasks on a job that weren’t even your assigned duties and no one thanked you, that probably caused resentment. Of course, no worker is necessarily entitled to constant praises. However, a little bit of encouragement for a job well done will make an employee feel as if they have a place within your company.
3. They get “burnt out” over minimum-wage work.
Most employees have a drive to be useful. Paid work is one way they occupy their time, because if they want to make a difference in the world, they might as well make money while doing it. However, you also must remember that they might not take the work as seriously as you do. That is especially true if you do not pay them much per hour, per day or per week. You either need to accept that you cannot expect much for the salary you are offering, or you have to increase the compensation. Think back to times when you felt you should have been paid more, and work with that to keep employees.
4. They feel “squelched” with no chance of advancement.
This often is what happens right before an employee’s work performance declines. It typically is a stage followed by the boredom that makes them not want to work somewhere. There might be more than one reason this happens, including intimidation by competitive co-workers or discouragement by you. At some point, they might realize that the level of success they have experienced is the furthest they will go at your company. Therefore, they might move onto another firm to fulfill more of their individual career goals.
5. You do not draw on their “hidden” talents.
This reason might not be entirely your fault. Many employees are too shy to demonstrate what capabilities they truly have. However, it is your responsibility to find out as much as possible about what your workers can offer your company. This includes undeveloped skills that might come natural to them if someone would just notice. If you are struggling with never having enough workers to help you fulfill your mission statement, start to look for the “hidden gems” in the employees you do still have. For instance, you might not even realize some of them have experience designing ads.
6. You do not respect their role within the company.
They might be hourly employees who often complete menial tasks most people would not want to do. However, they serve a purpose that is just as valuable as your CEOs, managers or sales people. Furthermore, they often are in charge of specific tasks or departments, so it is wise to value their input just as much as anyone else who works there. This applies to people such as janitors who work behind the scenes and persons who perform backend clerical duties or maintenance tasks, for instance.
Time will Heal all Employee Wounds
It will take time and effort on your part to prevent high turnover rates. The speed at which you can improve working conditions depends on how much power you have. If you own the company, you will have the best opportunity over all the employees to improve the atmosphere at your workplace.