Why Your Employees Are Quitting


Sometimes, people need to leave their positions and/or their companies for various personal and professional reasons. Despite this, research shows us that 45% of people do not leave their jobs for any greater reason other then an issue with management. If you could reduce your staff turn over by implementing a few simple strategies, would you?





1. Mediocre Management


Research shows us that the number one reason your employees are resigning from their positions, is their dissatisfaction with their manager. Effective leadership and management is management that supports the strategic direction of the business, while ensuring that staff are happy within their roles, supported to achieve their personal and professional goals and feel valued within your organisation.

Some industries with particularly challenging roles can often reduce training and professional development opportunities due time constraints, demands on management and budget restrictions. Despite this, implementing professional supervision is something that can enhance the relationships built between managers and employees. Setting aside, half an hour to an hour on a fortnightly or monthly basis to engage one-on-one with your employees can drastically improve employees perception on management. Although, the roles employees have may be challenging, when employees feel valued and have the opportunity to discuss personal and professional challenges they face, without it feeling like a performance management session - they will be much more likely to understand your position as a manager and the challenges you face, while feeling valued and encouraged in their own role.



2. Lack of Career Progression

People want to achieve, they want to learn and grow - personally and professionally. If your workplace does not provide the opportunity for career progression, there is a good chance you already have a high-staff turn over.


Sometimes, as a lower-level manager, there isn't a great deal you can do to enhance the career progression opportunities within your workplace. Despite this, what you can do, is encourage the assignment of contract and higher-duties positions to existing employees. Encourage employees to apply for that position that becomes available on a short-term contract basis. Encourage them to participate in taking on a new challenge and show them that you believe they are capable of higher duties.


3. A fresh start


Of course, there are some people out there who want a fresh start, they want a career change and therefore leave your workplace. This is somewhat a personal choice, but managers should also consider obtaining more information from your employees about what has made them change their mind on your industry? These people also provide a fantastic opportunity for feedback on your business, organisation and industry - you should take the opportunity to learn from them!

4. Bad Environment


The fourth highest reason Australians are leaving their jobs is poor working conditions or a negative workplace environment. A good manager should focus on building strong workplace relationships between your team members and improving the team culture and morale amongst your employees. The good news is, this doesn't have to be a huge chore and it doesn't have to be costly. Do you have a light lunch after your team meeting? Do you take that afternoon off on Melbourne Cup day and watch the race? Do you engage in brainstorming ideas from your employees? Do your employees have an appreciation box where they can receive anonymous messages from their colleagues. Do you have anonymous feedback channels and are you consistent in addressing these issues with your team?

5. Salary/Wages Dissatisfaction with pay was the 5th most common reason Australians called it quits on their last job. This might be another area that as a lower-level manager you do not have the power to change. However, you can advocate for your employees. During your quarterly, bi-annually or annually review with your employees, do you recognise their achievements and reward them for their hard work? Do you pitch your staff to higher levels of managements and show higher-level management how your staff are achieving?


The take home message


Of course, there are many reasons Australians leave their jobs and there are many ways in which employers and management on every level can improve the team culture and morale within a workplace and create a more unified team that feel valued and ready to give 110%. If you would like any more information on improving team culture and morale in your workplace, or enhancing your leadership and management skills, reach out to us for more free information or workplace training and professional development opportunities.

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