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Many of the reasons why even the best employees leave can be avoided through constant communication and paying attention to the signs of an employee disengaging.

Most employees who eventually quit already started to exhibit signs of disengagement well before they finally submitted their resignation letters. And direct supervisors who fail to see the signs were simply not paying close enough attention. This failure can be costly as hiring a replacement requires another round of hiring and training.

The following are seven reasons why employees eventually decide to resign.

  1. The Job or Workplace Did Not Meet Their Expectations

Often new hires may have unrealistic expectations about the job and workplace, and there are many reasons for this illusion. They may have big aspirations but quickly realize that what they envisioned is not achievable for whatever reason.aspirations but quickly realize that what they envisioned is not achievable for whatever reason.

However, there may be another reason why an employee’s expectations were not met, and this is usually due to unclear or incorrect job description. If the job was not carefully explained during the interview or orientation, the new hire might anticipate an inaccurate representation of the job and work environment.

  1. They Feel They Are Not Using Their Strengths Enough

Matching the right person with the right position starts from the hiring process. However, it is not uncommon that the wrong person was continuously delegated the wrong task or they were hired for the wrong position, to begin with.

Of course, there are instances where an employee feels they are better than the job they are currently assigned to and feel that their talents are being wasted.

  1. Not Enough Coaching and Feedback

Many employees seek constant coaching and feedback because they want to be assured that they are always aligned with the organization’s goals. They want to know that they are meeting the expectations of their direct supervisors. Employees who aren’t regularly coached will naturally start to disengage and start to feel isolated from the process thus losing a sense of accountability.

  1. They Don’t See Opportunity for Growth

Depending on the size and structure of the organization, an employee who has bigger dreams and expects more of themselves may start to realize that there is no room for advancement where they are currently employed.

This is especially evident for companies that are downsizing. An employee resigning for this reason doesn’t necessarily display a lack loyalty but rather ensuring that they stay employed. However, for an employee who expects to grow and sees minimal chance to do so will likely leave for another company where they see the potential of a promotion.

  1. Not Feeling Valued and Recognized

It’s only natural that people want to be acknowledged for a job well done. Being rewarded is incredibly motivating and an effective way to reinforce excellent performance.

Many employees are aware that consistently good performance doesn’t always result in raises or bonuses yet being praised and appreciated is enough reason to continue putting in maximum effort. When leadership fails to acknowledge their employees’ efforts, they quickly become demotivated.

  1. They Feel Overworked

Whether it is a case of poor time-management or overloading an employee, who seems to be the most capable and committed, employees who are stressed by feeling burdened with work will eventually leave particularly in the absence of a promotion, a raise, or even recognition.

  1. Loss of Trust in Senior Leaders

Employees look to their supervisors for guidance and mentorship. If for any reason they start to lose trust and loyalty because their leader starts to display unethical behavior, employees will no longer want to follow someone they have lost respect for.

If you found value in this blog and if you have time, let’s jump on a call to brainstorm some strategic leadership concepts you may be unfamiliar with…I think you might be pleasantly surprised!

Then, without obligation, we can consider if working together would be beneficial. If that sounds good, you can use this link to schedule a time convenient to you for us to chat:

I look forward to furthering our connection and learning more about you and your business.

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Inscape Consulting Group
Greg Nichvalodoff, BSc. BM (Honors), MBA, PCC, CMC
Office: 604.943.0800
Mobile: 604.831.4734