Special Report: Why People are Leaving Your Company

According to a Gallup survey, 67% of U.S. employees are disengaged at work, 51% say they are actively looking for a new job or are open to one, and 47% say now is a good time to find a quality job.

In 2019, the U.S. quit rate was at an all-time high. People leave because they can. There were a lot of companies hiring!

Employees will leave and tell you it is because they received an offer for more money, or it is a closer drive, or more responsibility. If this is an employee you would like to keep, you may have already lost them. A counteroffer may help but many will say “too little too late.” To prevent this, you need to continually take the pulse of the environment, so you do not lose the people you want to keep.

In July of 2020, Gallup found a historic drop in employee engagement immediately following the killing of George Floyd. It fell from 38% to 31% of engaged workers.
Our lives are complicated, and we are impacted at work by what goes on in our personal lives; and we are impacted in our personal lives by what goes on at work. If we feel that our employer cares about social justice, about us individually, about the environment, or any other issues, it will have an impact on part of the population who believes their employer should align with their beliefs.

They also found the actively disengaged at work range from 13-15% of the employee pool. Consider that these employees are often the ones making the lives of the other people at work, miserable! We have to address, coach, and potentially redirect these people at work. Otherwise, they will spread the negativity and that will impact morale and productivity.

People will leave at the drop of a hat because they can. However, there are things you can do to create the workplace that people can’t imagine leaving!

1. Their leader – You have heard it before: Employees quit their leader not their job. So often this is the case. It goes deeper. The boss does not have to be horrible, but it could be that there is no meaningful connection. It’s just somebody they know. With no real relationship, people don’t feel a part of something. They don’t feel valued or appreciated.

2. My work/life blends way too much together–Everyone wants to be happy and do good work. Work time and personal time blend together so much anymore, especially if you are living and working in the same space. If you’re unhappy in one, it will impact the other. Helping employees create quality time away from work in the off hours makes for happier, more well rested employees.

3. No relationships with co-workers– You cannot feel engaged or be highly productive without good relationships with your co-workers. Feeling included and liked is important. Remember Maslow’s Hierarchy of Needs? The third level of needs is love and belonging which means friendships and a sense of connection.
When co-workers do not connect, you will never have teams as productive and innovative as you could have otherwise.

4. They don’t like the work–This is from the Pike Place Fish Market in Seattle. They became popular because of the fun work environment they created. They toss the fish, have chants while they are throwing, and make it an amazing experience that customers will even stop and watch! If the fish market can do it, so can you.

Noprofessionaldevelopmentopportunities–Thisisahugedrawfor employees between the ages of 18-39, more than any other groups (although, don’t neglect the development of the rest of them!) In February of 2019, LinkedIn found that 94% of employees say they would stay at a company longer if they were getting development opportunities. Create them!

6. No one asks them their dreams– People do not stay with a leader
that does not care about them.

7. No recognition for a job well done–Never underestimate the power of a thank you.
Researchers Adam M. Grant and Francesco Gino studied the impact of a sincere ‘Thank You’ in the workplace. Their findings show a 50 percent increase in the amount of additional help being offered as a result of the appreciation. That’s HUGE.
In a related experiment by the same researchers, the Director of an organization personally thanked half the staff for their contribution to the company. The result? A 50% increase in sales calls the following week from the half who had been shown gratitude. Talk about impacting the bottom line at zero net cost. From HuffPost, Nov 2017

8. Lack of trust in the leadership and the company – According to Gallup, 27% of people surveyed said they don’t feel their leadership takes action on the feedback they provide. They can’t trust them to do it. Once the trust is gone, it is very difficult to earn it back.

9. No Autonomy or empowerment– When they do not feel empowered, they will do enough to not get fired but they will not go above the call of duty.

10. Poor communication – Poor communication causes friction because people will fill the gaps in their own minds when the leader has not communicated. And often, their mind will go right to the worst-case scenario! Then we deal with confirmation bias, and they think “Oh, I knew s/he liked that group better than our group.”
Poor communication leads to so many other things, too. It leads to low morale, mistakes, inefficiencies, less innovation, less collaboration, and ultimately higher turnover.

When employees are disengaged, they are:
*negatively impacting your outcomes through work avoidance.
*scared to ask questions because good relationships have not been established. *not going to go over and above the call of duty.
*talking badly about your company on social and in person.
******Just like your customers, if you don’t take care of your employees, someone else will.

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