Why Good Employees Quit – and How to Prevent It

Have you seen the most recent LinkedIn Pulse article to go viral?

Donn Carr’s list of reasons why good employees quit has been shared across LinkedIn and elsewhere – and it’s also provoked a number of both positive and negative responses. Opening and closing by quoting himself (“People work for people – they do not work for businesses”), Carr argues that organizations fundamentally fail at teaching people how to manage other people. When things go well, more often than not they’re simply getting lucky.

Here’s Carr’s list of 9 key reasons employers fail (you can read the full post on LinkedIn):

1. Employees are overworked.

2. Employees contributions are not recognized, and good work is not rewarded.

3. The wrong people are hired or promoted.

4. Employers don’t care about their employees.

5. Employers fail to develop their people.

6. Employees’ creativity is not engaged.

7. Employers are not challenging people intellectually.

8. Employers don’t honor their commitments.

9. Employers don’t let people pursue their passions.

The ExitRight data we’ve collected indicates that, while some of these reasons aren’t expressed in the exact same words by exiting employees, all of these statements ring true as major contributing causes of turnover for organizations. Workload, poor manager relationships and scarce promotion opportunities take their toll on companies of all sizes and varieties.

The trick is in isolating the one or two problems that plague your workplace most, systematically making improvements and measuring the results to justify the time investment. No organization can make a concerted effort in all nine of these areas at once – no matter how big or small.

Do you think you have the tools and resources in place to fill the gaps in employee retention at scale? It doesn’t take a colossal budget or cleaning house, but it does take usable feedback from the top of the food chain to temporary hires.

HSD Metrics can help you design a process for learning from both current and exiting employees so you can take action – whether that means a personnel change, a teachable moment or an organization-wide culture initiative. Contact us online or by phone at 800-295-1863 to learn more.

About Deb Dwyer

Deborah Dwyer is the founder and president of HSD Metrics. With over 30 years of combined experience in human resource management and survey research, Deborah’s extensive knowledge reaches beyond organizational research to include significant expertise in work climate improvement, retention, hiring and selection, employee orientation, performance management systems, recognition programs, and career development systems.

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