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Do employees quit your organization very often?

Today’s millennial and younger employees are rapid “job-hoppers”, they do not stay in one position in one company for a long period. In simple words, their tendency to quit or change their current job is way greater than any other previous generations. The modern generation employees are always looking for jobs that suit them most or choose to peruse their career goals rather than working with one company loyally.

Employee turnover can cost the organization dearly. Some employee turnover happens because of a lack of management by the company that makes a huge impact on the financial condition of the company along with reduced employee efficiency and productivity. To minimize the frequency of employees leaving, the organization must eliminate the reasons because of which even good employees quit or change their positions. 

The poor balance between employees and organizations leads to major problems in employers’ life too! Staffs face a lack of productivity and fatigue at work. So nowadays employees search for jobs having good management between staffs and the organization. This is the reason why any organization endorses a quality company culture to enhance the relationship between employees and organizations.

We shall discuss the reasons for which employees are leaving the organization frequently and how to maintain the balance between employees and the organization.

Why do employees leave the organization?

Many popular reasons make even a good employee quit the organization they work at. Most of the time, it is a mixture of different reasons that makes an impact on their minds which results in their decision to quit. Here are some popular reasons that drive employees to leave a company:

The imbalance between work and life:

Due to economic reasons, organizations often demand the employee to work for extra hours. This pushes the staffs to choose between personal life and office works. This does not go well with the current millennial workforce in the country.

Everyday indignities:

If an employee is facing a serious effect of humiliation every day, this results in his/her productivity and results in employee turnover. A food employee can leave the organization if mistreated and face an unsuitable work culture.

Lack of trust:

It is very common nowadays that employees are offered a job that does not match the initial description of the organization at the interview stage. This can lead to a lack of trust between the employee and the organization.

Feeling unrecognized:

Every employee wants recognition and value for the work they do. That’s a common expectation. Lack of positive communication between staffs and organization makes employees feel unrecognized.

Inadequate leadership quality

While many managers can finish their job very well but that does not mean that they know how to lead the company. If the manager has adequate skills and understanding to motivate employees then only the balance remains.

Lack of growth opportunities:

Often talented employees are compelled to perform “job-hopping” when they feel trapped in dead-end positions in the current organization. Employees always try to gain new skills and responsibilities within the company. Only staffs who can learn new skills stay with the company. 

How to maintain a balance between employee and organization?

Sometimes, employees finish their job at the end of working hours but sometimes it may take an evening or a whole day to finish. This creates a problem in personal life. Any good organization must understand the work-life needs of employees. Although from the employees’ side, they must schedule themselves while doing work from home but there remain many steps taken by the companies to keep employees’ work-life balance.

Encourage the managers to focus on work hours:

Instead of counting the number of hours an employee works, mangers should focus on the completion of work assigned.

Review the workloads of employees:

Any enterprise must look into the workload before assigning tasks to employees. Managers need to familiarize the works because it is not always possible that what seems like a small task will take less amount of time to complete. 

Encourage taking breaks:

Encourage your staffs to take a break from work to do their jobs. You can encourage them to take a walk or even perform their job in another part of the office. This encourages a healthy work culture. 

Offer work from facilities:

Managers should endorse a flexible working culture. In fact, to keep up the balance between organization and staffs, they can be given an option to manage from where they are comfortable to work.

Conclusion:

Hectic workload affects the employee’s social life. Moreover, this weakens the employee’s life relationships with family and friends. Finally, to rule out an imbalance between the employee and organization, the necessary steps must be taken by the company they work with.