Top 8 reasons why employees leave their jobs
Did you know the average person will change jobs at least 12 times during their career?
Whilst there are various reasons as to why people leave their jobs, Gallup research reveals that line managers are responsible for up to 60% of the reason why employees leave.
“Gallup research reveals that line managers are responsible for up to 60% of the reason why employees leave.“
Gallup’s top 8 reasons include:
Lack of recognition in employees unique strengths
Managers tend to fail to identify and utilise their employee’s unique strengths and talents that go beyond their job descriptions. Managers that develop relationships with their staff and find out about them will build better relationships and will be able to bring out the best in their employees. Jobs can then be adjusted to fit the individual’s strengths, and provide a happier workforce.
Gallup research shows that managers who hold regular meetings with their staff are three times more likely to have an engaged team than those that don’t. Poor communication can lead to feeling undervalued, and unmotivated within the working day.
Not sharing information
Any relationship is built on trust. Employees who work with mangers who share information will work harder as they will feel respected. Managers who withhold information will be seen to be trying to control their environment and will make employees feel like they can’t be trusted, having a negative impact on their productivity.
This is one of the top reasons why people leave. To avoid micromanaging your team, ensure you’re giving people feedback and setting expectations. Give them an opportunity to have their say and give their ideas, and then listen to their feedback and be open to compromise. Providing a good induction and training programme for all employees will all ensure that employees know where they stand and outline what is expected from them in the first instance.
Failing to listen to your team especially if they all have the same opinion will make employees feel under-valued or respected.
Not feeling supported
No matter the size of your business, there will be times when you will not be available. There are many ways in which this can be handled to ensure that employees feel supported.
Communication is key. Some managers find an open door policy works for keeping good communication, allowing thoughts and ideas to be shared. If you need some time with no interruptions, you can either let the team know you need the time, and close the door so they know not to disturb you, or set aside a set amount of time each week or day, and give your team access to your diary so they can see when you’re not to be disturbed.
Leading with their egos
Employees are more like to gravitate towards a manager who doesn’t let their own thoughts and feelings get in the way. They will be trusted and respected more than a manager who forces their own ideas on their team. Asking for help in areas that are not familiar shows humility.
They just don’t care
If you want to get the best out of employees, it’s important that they feel safe and part of the workforce. This is important to ensure employees challenge you, exercise their creativity and give opinions. Managers who show that they don’t care, will not get the best out of their employees.
How can Zenopa help?
When it comes to recruiting, Zenopa has been working in partnership with leading healthcare agencies for the past 28 years. Our team of consultants have successfully matched candidates for Sales, Marketing, Management and Engineering roles based on unique briefs set by our partners, and through listening to their needs requirements. With experts in the field our consultants can offer support and advice when it comes to your recruiting needs.
If you work within the Animal Health, Pharmaceutical, Medical, Scientific, Engineering, Dental, Healthcare Communications and Consumer healthcare industries, and are looking to increase your employee numbers, find out how we can help you, by calling +44 (0) 1494 818 000, Send us a message, or email email@example.com.