Why Are My Employees Leaving Me?

November 29, 2016
why are employees leaving

  Organizational Heartbreak

When experiencing a breakup, one party is often left full of self-doubt and unanswered questions. Organizations ruminate on these same questions when employees decide to breakup with them too.

Why did the employee leave?  Was it something we did wrong?   Could it have been avoided?  Were they just not satisfied? 

Just like a romantic breakup, examining and analyzing the reasons for leaving is critical for growth and development.  However, unlike a romantic breakup, organizations have the luxury of using surveys and exit-interviews to better understand what went wrong along the way.

Why Your Employees Are Leaving You

One of the first steps to better understanding employeesí reasoning behind exiting an organization is identifying what types of quitters youíre dealing with. 

Research has shown that five different types of quitters dependent on the presence of other job offers, preplanning, and conditional events:

  1. impulsive quitters
  2. comparison quitters
  3. preplanned quitters
  4. conditional quitters
  5. satisficing quitters 
These quitters exist along three dimensions of  employee turnover :

  1. voluntary vs. involuntary
  2. functional vs. dysfunctional
  3. avoidable vs. unavoidable
So donít worry, managers, itís not always your fault.  However, there are areas for improvement that may increase the likelihood of employees remaining committed - and many of them do rest with the manger.

How to Stop Your Employees from Leaving

Two of the often-cited reasons for exiting an organization are:

  1. low employee engagement 
  2. low supervisory support
Employee engagement  is exemplified by energized, dedicated, and involved employees.  This may be increased through manager-led group meetings, empowerment, and challenging assignments.

Additionally, supervisors may show support for their workers through valuation.  Simply organizing tasks and lending an ear can increase perceived supervisory support and retention rates.
Implementing  employee mentorship programs  in which senior-level organizational members and junior-level organizational members are paired as mentors and mentees can also decrease turnover intentions.  In addition to developing strong workplace relationships between the participants, the junior-level employees receive frame-of-reference training shown to be more effective and cost efficient than learning within a classroom setting.

So donít fret.  Partaking in these workplace behaviors and attitudes can increase your likelihood of keeping your valued employees by your side.

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