10 Things That Make Good Employees Quit

To win at being the best company, you must first win over your best employees. In reality, employers are often out of touch with their workers than they would like to admit.

Losing a great employee is a terrible thing and we often see manager’s complain about their best employees leaving the organization. And isn’t it something to be worried about?

The process of employing someone takes time. And in business, time is money. So, an organization cannot continuously afford to hire new employees because doing so can be expensive.

There is an expense of finding, onboarding and training a replacement. At the same time, there is the uncertainty of how a new employee will work out.

This problem leads us to ask the question, “Why do good employees quit?” To answer this, we are here with 10 reasons good employees quit.


Often in an organization the most capable, talented and committed people are overloaded with the work. And let me tell you nothing burns good employees out like overworking them,

It makes them feel as if they are being punished for great performance. Making them overwork without recognition such as promotion and raises make them feel they are being taken advantage of.

If you simply increase the workload because people are talented, without changing a thing, it will start suffocating them and they will seek another job that gives them what they deserve.

Bored and Unchallenged at workplace

People spend one third of their lives either working, getting ready for work or transporting themselves at work.

For the amount of time they spend doing work, they want to at least enjoy what they are doing. And, when they don’t enjoy work, work becomes a problem.

If they are bored and unchallenged at work, they are likely to seek other employment.

Stifling employee creativity

People don’t want to think they are trapped in a bubble and will come to the same place and do the same thing for the next 50 years.

Usually, employers make a rigid work environment that allows no room for flexibility and change.

Trusting your employees by allowing them to take chances and explore their ideas will definitely lead to a greater satisfaction for employees in the workplace.

If they aren’t provided with such environment, they are likely to get bored, unhappy and resentful ultimately leaving the job.

No recognition

You may surely value your employees as important assets to your company, but that is not going to keep them around. Not unless you make them feel valued.

When you fail to recognize your employees, you are not only failing to motivate them but also missing out on reinforcing their great performance.

Employees who continue to grow in their work roles, taking on added responsibilities and developing their workplace knowledge needs to be compensated.

A word of appreciation or even a pat on their back is all they need. Failing to do so, results in employees leaving the job.

Fail to Develop People’s Skills

When managers are asked about their inattention to their employees; they excuse themselves by using words such as “trust”, “empower” and “autonomy”.

Good managers pay attention to their employees and are constantly listening and giving feedback. When you have a talented employee, it’s up to you to keep finding areas in which they can excel.

If you don’t listen to their problems and help them excel, your best people will grow bored and complacent.

Fail to Challenge People Intellectually

Instead of setting mundane, incremental goals; great bosses challenge their employees and set lofty goals that push people out of their comfort zone.

Provided with goals that seem inconceivable at first, managers do everything in their power to help them succeed.

When intelligent and talented people find themselves doing things that are too boring or easy, they are most likely to seek other jobs that will change their intellects.

Autonomous Hierarchy

Every workplace requires a structure and leadership, but a rigidly top-down organization makes place for unhappy employees.

If employees are constantly having to defer to others on the basis of their title rather than their expertise, they feel unhappy, dependent and bored.

Independence gives the employee confidence in their ability, belief that they are being trusted and a sense of professional improvement at the same time.

If employees are not provided with it, they ultimately leave their job.

No Growth Opportunities

When taking a new job, people want to learn and develop their skills. And, this is something you as an employer can control.

Keeping people for years in the same position, with no clear career advancement path, makes them feel trapped and unappreciated.

Managers need to communicate with their people to find out what makes them feel good and then reward them for a job well done.

They don’t care about their employees

Smart managers know how to balance being professional with being human. These are the bosses who celebrate an employee’s success, empathize during hard times and challenge people, even when it hurts.

Managers who fail to really care will always have high turnover rates. It’s impossible to work for someone eight-plus hours a day when they aren’t personally involved and don’t care about anything other than their production yield.

Vague visions

There is nothing more frustrating than a workplace filled with big dreams and visions; but has no translation of those aspirations into the strategic goals than makes them achievable.

Talented persons don’t wish to spend his or her time and energy in support of something undefined. People like to know that they are working to create a value out of something and not just spinning their wheels.

All the mentioned reasons can be fixed with better communication, more attention and involvement from the upper management. At the same time, provide them with opportunities to learn new skills, prepare them for more advanced job positions and achieve growth.

Next time when your employee do something great; pat on his or her back, say a word of appreciation and continue to listen them and provide continuous feedback.

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