Did you know that 31% of the employees quit during the first six months they start a job? Employee turnover is becoming a massive issue in the business world, and unfortunately, it’s inevitable.
After all, not everyone shares the same motivations for working and staying. Some people might find your office too quiet or be moved by a different opportunity that came along. Others might have poor personal relationships with their colleagues or just don’t see a future with you.
Whatever the case may be, this constant turnover can be challenging to keep up with. Here are some common causes of employee turnover—and how you can tackle them.
1. Feeling Overworked
A common misconception is that employees won’t be as productive if they are too content. But, this is far from the truth. In fact, employee engagement and recognition are vital for a high-performing workplace.
Thanks to this idea, employees end up feeling overworked at their jobs, leading to burnout. Other external factors contribute to making the employee feel overworked. For example, a new position, policy changes, a busy season, or new initiatives.
Your company’s culture should encourage employees to take a step back when needed. Frequent breaks, compensations, and recognition can help relieve burnout symptoms and reduce employee turnover.
2. Lack of Recognition
Your team members need to feel appreciated and valued in their workplace. They need to know that their effort is recognized and that they are a valuable asset to the team. But, some companies forget to give well-deserved recognition to their employees. This decreases the team’s motivation.
If employees aren’t feeling acknowledged, they’ll eventually walk out the door. So, it’s important to come up with a good recognition program. For example, offer rewards, host incentives, and publicly praise your staff.
3. Lack of Growth
The last thing an employee desires is to work at a place where they can’t progress. When employees feel stuck and don’t have opportunities to grow within the industry, they end up quitting.
To avoid employee turnover, a company should always search to offer growth opportunities by settings goals and okrs. For example, some companies offer their staff the chance to attend workshops, courses, seminars, or new company projects. This helps them cultivate essential skills and continue progressing in their current job position.
4. Poor Employee Selection
Hiring managers sometimes hire employees that aren’t fully qualified for the position they hold. If you’re the one responsible for hiring, then you’re also partly responsible for ensuring the hiring process is sound.
If you’ve had a few bad hires or hired someone who just doesn’t mesh well with your company culture, then you can expect to see low engagement and retention numbers from your team members. So, for future reference, create a strategic selection process that helps you pick the best candidate for your team.
5. Poor Compensation
Sometimes, a good salary isn’t enough for an employee to stay and thrive at your company. Aside from offering a fair salary, all employees should have access to special benefits and compensations whenever they exceed themselves.
For example, if an employee stayed up late finishing up a project and turned it in before the deadline, offer them a reward. Give them an extra day off or a small bonus. All compensations will make your employees feel fulfilled and motivated to keep giving their best at your company.
6. Toxic Workplace Setting
Toxicity in the workplace is a huge challenge for managers. Several factors contribute to a toxic work environment, such as harmful gossip, lack of recognition, constant criticism, sexual harassment, and discrimination. Not only does toxicity lead to employee turnover, but it can also deeply impact your staff’s mental health and lower work quality.
Your company should establish strict policies that forbid all kinds of toxic behaviors. And it should also set disciplinary action whenever someone violates those policies to make sure your work setting is as enjoyable as possible.
If you’re the one who struggles to maintain a positive work environment, or if you find that you’re getting frustrated with employees and losing your cool sometimes, you might want to take a step back. All employees want is a workplace where they feel respected and valued, and you’re the person who sets that tone.
7. Lack of Flexibility
Another one of the reasons for employee turnover is that their employers don’t offer flexibility. Flexibility is about finding a balance between your personal and work life. It’s about finding a way to maintain a healthy work-life balance that allows you to enjoy your personal life while still having enough time to take care of yourself and your family.
Flexibility can be hard to define and measure, but it’s important that employers find a way to offer some flexibility to their employees. Some employers might choose to offer more days off or more remote work options.
8. Lack of Diversity
Many businesses claim to be committed to diversity in their hiring practices, but the truth is that very few employers make an effort to hire people from different backgrounds. That’s a huge missed opportunity because hiring people who look, think, and act differently from your other employees is one of the best ways to improve team morale and increase team productivity.
Causes of Employee Turnover—Explained
These common causes of employee turnover can make companies lose a lot of money. So, don’t leave these rates up to chance and work hard to keep your staff. Implement a better work culture and find new ways to keep your team motivated, and surely, they won’t go anywhere.
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