In this economic market today, most employees talk about how grateful they are to have their job, even if they don't like it! Nevertheless, people do keep their eyes and ears open for opportunities which better suit their dreams. After two decades of looking at employee satisfaction studies, conducting employee "exit interviews" and negotiating ways to keep key employees who have become disgruntled and "loose in the saddle", here are the reasons I find employees are vulnerable to leave.
1. They feel the organization's mission and purpose has become muddy, lost or unclear. As a result, they don't feel they are doing work that is important anymore. If they identify with the goal of the organization, and believe their colleagues have the same high standards about how to achieve it - they develop deep, long-term commitments to reaching the goal.
2. Their role is unclear. Employees want to know their responsibilities, the expectations which are set for them and how they are doing. If communication about this is not both clear and candid, they become frustrated.
3. They do not believe their voice counts. If a work culture is biased and only certain people's ideas or opinions matter, employees decide to find where they will be valued more.
4. The company cannot or does not provide the tools and resources to do the job right. Trying to do work without the resources becomes "mission impossible" and employees don't like to hand their reputations on projects that are doomed to underdeliver.
5. They do not get recognized for jobs well done, personal contributions made or willingness to help above and beyond the call of duty.
6. The organization does not pay attention to their personal development and goals to grow professionally. If an organization does not offer formal or informal chances for employees to develop new skills and have new experiences, work can become stale. A balance of old and the new that keeps people engaged. A supervisor or key manager who checks in on them and coaches them lets them know they are valued.
7. They don't like their boss. Employees who respect and value a good boss will stay loyal and committed. If they disrespect the boss, they move out and on.
8. They don't have a chance to shine. Employees generally want to be proud of their work. If they don't have the chance to do work they are proud of, they will find another way to show they can do great work.
9. They don't like the people. People look for friends and mates with whom they enjoy working. If the culture of personalities is not what they had hoped, they will seek people with whom they are more comfortable. Creating a diverse mix of employees helps to insure there is likely to be at least one good friend for everyone.
10. They aren't paid enough. This is actually is the least critical of the reasons I hear. Many employees can be enticed by a higher salary outside. Yet, the reason they start looking is because of the earlier noted reasons. Salary is compelling, but many employees can be talked out of making a leap if they could be assured the dissasifiers were resolved. Employees want to know they are paid fairly and competitively. Throwing more money at them instead of resolving what is really bugging them only let's you "rent" them a little longer.
The winning formula for keeping employees highly engaged and committed is to ensure the following: (1) create a compelling and clear mission; (2) let employees know they are valued for their work and ideas; (3) provide what they need to deliver their work and develop professionally, (4) develop managers employees would beat down the door to work for, (5) set clear standards for roles, responsibilities and expectations, and (6) encourage colleagues to enjoy both the work and the people with whom they do it.