Why Employees Quit

Employee turnover happens at every company, but if yours is especially high, an internal issue is likely to blame. Happy, engaged workers don’t typically quit their jobs, so it’s time to get to the root of the problem.

PrideStaff Las Vegas — one of the leading temporary employment agencies in Las Vegas — understands the detrimental impact of high turnover. Take it from the experts, the four situations below commonly cause employees to quit, so start making changes before you receive yet another resignation letter.

Bad Bosses

Every employee is not meant to be a manager. If your only method of promoting staffers is putting them in leadership positions, you need to re-think this strategy.

Results of the 2015 TINYpulse Employee Retention Report revealed supervisors have a huge impact on job satisfaction. From not granting employees freedom to make their own decisions to failing to recognize their efforts, bad bosses cause good employees to quit. For example, the survey revealed employees who feel micromanaged are 28% more likely to consider finding a new job than those empowered to work on their own terms.

Poor Cultural Fit

If you’re hiring based on skills alone, this explains a lot about your unimpressive retention rates. Skills are certainly important, but only to an extent. In the long-term, it’s much better to hire a candidate who perfectly meshes with your culture, because skills can be acquired, but personality traits cannot.

Numbers don’t lie. The survey revealed employees who aren’t feeling their work culture are 15% more likely to head elsewhere.

Insufficient Work-Life Balance

Being a hardworking, dedicated employee doesn’t mean staffers should have to sacrifice their personal life. If employees are regularly required to work late into the evening, on the weekend and during the little vacation time they’re allowed to take, they’ll burnout. Overworked employees are 31% more likely to resign, according to the survey.

Lack of Professional Growth Opportunities

Top talent wants to work their way up the ladder, so if they start to feel like they’re in a dead-end job, they’ll plan their next step outside the company. The survey revealed employees with access to professional development opportunities are 10% more likely to stay. Use this as motivation to increase your budget for conferences, seminars and tuition reimbursement.

In addition to offering regular learning opportunities, retain your superstars by discussing their plans for the future and helping them find a way to achieve their goals at your organization — even if it means creating a new position for them.

Make Better Hiring Decisions

Low retention rates can seriously impact your bottom line, so allow PrideStaff Las Vegas to guide your search for the right new hire. Whether you’re trying to fill a temporary, temp-to-hire or direct hire role, you can count on our team to deliver every time. Contact us today to discuss your staffing needs!

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