Why do employees leave? The hidden reasons neglect
Employees leave a company are common in the business world. In fact, an attrition rate of 10 to 20% should not really be a concern, as it often indicates that employees pursue better job opportunities, explore various career paths or move in a new field. These reasons do not highlight intra-organizational problems but rather natural progress in a person's life. However, when employee rolling rates exceed 20%, it's time to start looking for other reasons why they have left. And although these are not as obvious, they are still enough to disengage your workforce, which makes your business lose precious knowledge and slow down productivity. In this article, we will discuss 7 “hidden” reasons, which led to employees to leave their jobs, beyond those who immediately come to mind.
7 less obvious reasons
When we consider the causes of employee rolling, we often think of the most obvious answers, such as the search for higher wages, more advantages or perhaps mismanagement. However, other factors could result in a disengagement from employees and, ultimately, high attrition rates.
1. Lack of psychological security
It is essential that employees feel comfortable and safe to express their minds, express their opinions and express their concerns whenever something disrupts their daily routines. At the same time, they must feel free to recognize errors without fear that their supervisors or colleagues ridicule them or will try to retaliate. When this favorable environment does not exist or lacks, employees become frustrated. Although they may not show it immediately, over time, they will become disengaged and seek a work environment where their voice is heard and appreciated.
2. Mally aligned values
It is generally advised that employees separate their personal life from their professional life. However, a significant inadequacy between his personal opinions and values ​​and those of his employer can certainly lead to disengagement. For example, an employee engaged in social responsibility may have trouble continuing to work for a company that favors the benefit of the well-being of the community. Although it can be difficult to explain such a reason to leave during an exit interview, HR professionals must understand that many employees, especially the youngest, are increasingly aware of the fundamental values ​​and the social agenda of their employers and will not hesitate to leave an organization that contradicts their beliefs.
3. Fatigue of ambiguity
When we talk about ambiguity at the workplace, we refer to cases where an employee is not sure of what is expected of them or how to finish a task. You may think it only happens during integration, where employees always get their new position. However, unclear expectations, contradictory requests, lack of direction and poor hierarchy can extend well after the first stages of his job. While unexpected circumstances can occur for most professionals, working constantly in a state of uncertainty can be ravaged Morale of employees and global commitment. This situation will eventually lead to mental fatigue and the desire to find a more stable work environment.
4. Invisible work that is not appreciated
While the description of a person's position describes their official tasks and responsibilities, what they neglect is their invisible work. This term refers to various tasks around the workplace which are crucial for its smooth operation, but no one is clearly responsible for it. These tasks may include resolution of conflicts with customers, ordering supplies, organizing parts or business events, taking notes during meetings, etc. Each of these actions is important, and when they are not recognized or not appreciated, the employees who perform them can develop and frustrated. Finally, they stop making an additional effort and slowly become indifferent to their work environment.
5. Toxic positivity
Everyone appreciates a positive attitude in the workplace and a word of encouragement, especially during difficult periods. But what happens in a working environment that puts pressure on his employees to express only positive comments and delete experiences, emotions or negative reactions? Then, we are talking about toxic positivity, a situation that can be very uncomfortable and unpleasant for your workforce, causing emotional dissonance and even becoming a reason to stop. Forcing positivity to employees invalidates their experiences, the discouragement of speaking and cultivates a dishonest and suffocating work environment.
6. No freedom to take the initiative
It is not uncommon for employees to seek means to improve processes, launch secondary projects, test new ideas or continue a specific skills development path. These actions are only a few examples of the many ways in which employees can take the initiative to improve their work, advance their career or contribute to the efficiency of their business. When a working environment is too rigid or overwhelmed by bureaucratic processes, employees may have the impression that they have no freedom to improve and innovate. Over time, this situation will steal the creativity of employees, which potentially pushes them to seek a more flexible employer.
7. Loss of meaning
The last hidden reason why employees have resigned, and perhaps the most difficult to reverse, is that their work no longer provides their lives. Once they have reached this point, no salary increase, additional advantages or stability will not be enough to change their mind and keep them attached to their role. The goal is personal for each individual and can be found in different aspects of his work, such as the impact he has on the world, the flexibility he gives them, the relationships they cultivate, and more. If, for any reason, employees cease to feel like their work, disengagement is likely to follow, and perhaps even to resign.
Understand the reasons why employees leave
The reasons for the release of an employee who leave their jobs are not always linked to a major life change or dramatic repercussions with a supervisor or a colleague. Most often, the factors that push individuals to seek new professional opportunities are less obvious and accumulate silently over a long period. Daily micro-aggressions, unrecognized contributions and moments of uncertainty can slowly stop Employee commitment And finally get them out. It is essential that managers are aware of these hidden reasons that employees quoted and take measures to promote a corporate culture that supports, understands and appreciates them, improving their motivation and loyalty.
At Learnopoly, Finn has championed a mission to deliver unbiased, in-depth reviews of online courses that empower learners to make well-informed decisions. With over a decade of experience in financial services, he has honed his expertise in strategic partnerships and business development, cultivating both a sharp analytical perspective and a collaborative spirit. A lifelong learner, Finn’s commitment to creating a trusted guide for online education was ignited by a frustrating encounter with biased course reviews.