7 hidden reasons why your employees leave

by Montse Corderas
Published: Last Updated on

Spain, with 13%, is among the European countries in which the rate of employed in active search for employment is higher, four percentage points above the European average. It is surpassed by Sweden, with 14%, and it has the same percentage as Denmark and the United Kingdom. Then come Poland (12%) and Switzerland (10%). Below the European average, there are Greece, Italy and Norway, with 8%; Germany, France and the Netherlands, with 7%, and Austria, Belgium, Hungary, Luxembourg and Portugal, with 6%.

How can you ensure that your best employees stay? Great talent can stay in a company for years or, on the contrary, it constantly look for opportunities and leave after a short stay. Discover the main hidden reasons why they decide to leave their position.

1) Expectations disappointed

Unwise or unsatisfied expectations can cost a company a lot of money. When an employee realizes that the company ignores some of his aspirations, he often feels betrayed, as if a real contract was broken in bad faith. The greater the correspondence between mutual expectations, the higher the job satisfaction and the lower the turnover of the employees.

2) Mismatch between the person and the position

Managers do not care about it or do not notice boredom and there is a shortage of challenges; they delegate responsibilities very little to make them interesting or turn them into a challenge; the employees do not know their strengths and the type of work that would be best for them; Many organizations lack an effective method of evaluating their employees’ talent.

3) Insufficient follow-up and advice to the employee

The monitoring of performance and the advice to the employee regarding him are very important for the latter, since they help him to find an answer to four basic questions: Where are we going as a company? How do we get there? What is expected of me? How am I doing? We all have a basic need to exercise some competence and know that our talents serve to make a valuable contribution.

4) Few opportunities for growth and promotion

The continued attention to the final results in the short term, especially among large companies, exerts enormous pressure on executives to reduce costs and force employees to produce more with less. The improvement in productivity is thus obtained at the price of reducing employee satisfaction with their work, freezing their promotion and preventing the creation of employment.

5) Feeling underestimated or unrecognized

All people need to feel important, however, many organizations get their staff to consider themselves as insignificant. Sometimes, employees notice a simple lack of appreciation, have the feeling of deserving recognition and not receive it, or they think that no one notices its existence.

6) Stress due to work overload and the imbalance between work and personal life

Work overload, personality conflicts, forced extra hours, disorganized supervisors, gossip, harassment, prejudice, deficient teamwork, abuse of managers and lack of sensitivity, inflexible schedules, etc.

7) Loss of confidence in superior leadership

The most frequent concerns of employees have to do with the lack of trust and integrity; isolation and loss of contact with everyday reality; greed and personal interest; lack of consideration and appreciation towards employees; its isolation and inaccessibility; poor management of changes and poor communication.

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