Here’s Why Your Employees Are Quitting


Whether they give a full two-weeks notice or simply stop showing up to work, having employees quit is never an easy situation to manage. While some turnover is unavoidable, a large number of resignations can actually be avoided if companies choose to take action. To help you see what your business can do to lower the chance of employees quitting, here are three common reasons they decide to leave and what you can do about them.

1. Stress and Work-Life Balance

Even though there is no such thing as a stress-free job, work-related stress can lead employees to quit if it isn’t properly managed. For example, starting a new position is often stressful by design, but if the company fails to onboard the worker properly or the position was misrepresented during the recruitment process, these new hires may find themselves looking for the door faster than they originally planned.

Additionally, new and long-term employees may want to leave if their workload is heavier than they can manage, especially if it affects their ability to maintain a reasonable work-life balance. And new employees may take off particularly quickly if they don’t think expectations of them are reasonable.

To help eliminate these resignations, it is vital that new hires are given an accurate picture of the job before an offer is made and that any onboarding is thorough. Give a complete overview of the anticipated workload and let them know what options exist if they begin feeling overwhelmed. Finally, work with employees to help develop plans that allow them to better manage their work and personal lives.

2. Low Pay

Receiving subpar compensation for the work performed will have most workers looking for alternative employment. This is even more likely if management isn’t stepping up to make sure their team is properly compensated based on the skills they use and the workload required.

While not every employee looking for more pay is technically underpaid, it is important for management to review salaries offered by competitors to employees doing similar work. If it sounds like your business is falling short, then it is wise to see what changes can be made. Otherwise, your best and brightest will be heading out the door, and possibly into the arms of your competition.

3. Poor Relationships with Managers

An employee’s manager is a key connection between them and the business and, if the relationship is poor, then many workers will look for the exit. Some common shortcomings that frustrate workers include managers failing to provide recognition for quality work, treating employees like assets instead of people, and not regularly discussing career development and promotional opportunities.

Often, issues with relationships between employees are managers are the easiest to resolve, as they don’t require financial investments to make them happen. Training management regarding the treatment of their team and what actions help keep these relationships strong may be all it takes to see lower turnover.

By making changes in the three areas above, companies have the potential to lower turnover dramatically. If you are looking for more tips about employee retention or are looking to hire new team members, The Advance Group can connect you with the right professionals. Contact us to speak about your hiring needs today.






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