No one wants to see their employees leave. But the truth is, it happens all too often. Whether they are quitting because of burnout or just looking for something new, turnover can be expensive and demoralizing.

This article will explore common reasons why workers quit and what you can do to keep them around!

Low pay

We’ll start with the most obvious reason that people quit their jobs: money! While this may seem like an easy fix, it’s not always so simple. The issue of low pay is often more complex than just offering a higher salary to compensate for what workers are getting now. Factors such as the high cost of living or the lack of high-paying positions in their field can force employees to take a job with less pay just for the sake of advancing.

What you should do: Take into consideration factors such as cost-of-living when determining an appropriate salary. You don’t want to lose your best talent because they feel like they are not paid fairly! Also, be sure to offer their salary at the higher end of your pay range when making a competitive offer. This will show that you value them and are willing to work with them for what they deserve.

What employees want: Though it may seem obvious, employees appreciate being paid fairly for their hard work! They also enjoy feeling like they are a valuable part of your company and that you truly value them.

What employees don’t want: Employees do not like feeling undervalued by their employer. If they feel like the work they put in is not valued, or if their salary falls on the lower end for similar positions at other companies, they will be more likely to leave.

What you should do: Be clear about the value of their work and why they are a valuable part of your team! This can come in many forms, from celebrating milestones together to creating an environment that makes employees feel appreciated every day.

Unclear Expectations

The second most common reason employees quit is that they feel like their role is undefined and unclear. This can result in feeling frustrated or unmotivated, which eventually leads to quitting as a solution for this personal dissatisfaction.

What you should do: Create clear expectations right from the start! Set up an onboarding process that clearly outlines the goals of their role, including specific objectives they are expected to meet. This should also include a clear timeline for these expectations, so employees know how long it will take them to accomplish certain tasks.

What employees want: Employees want feedback! They need to know if they are meeting your expectations and what you would like to see from them. If they feel like their work is going unnoticed or are not willing to provide feedback about how they can improve, it will be harder for them to stay motivated and engaged with your company.

What employees don’t want: Employees do not enjoy feeling lost or confused in their role at the company. They want to feel like they are an important part of your team and that you value their work. If they do not receive this feedback, it will be difficult for them to stay motivated and interested in the company.

What you should do: Provide regular and clear feedback on their performance and progress towards goals! This can come through a formal review process or more casual check-ins, but they need this feedback to feel like an important part of the company.

Lack of Recognition

Another reason employees quit is that they feel like their hard work and contributions are not being recognized. This can be due to many things, including failing to receive a promotion or feeling that their work does not matter. Whatever it may be, lack of recognition will eventually lead them to look for opportunities elsewhere where their hard work is appreciated.

What you should do: Make sure that your employees know how important they are to the company and what a difference their work makes! This can be done through celebrations for milestones, small rewards on a more regular basis, or offering positive feedback when well deserved. Also, make sure to have an open-door policy. This will allow your employees to feel comfortable coming to you with concerns or issues if they are not recognized.

What employees want: Employees want to know that their work is valued! If they don’t feel like the company cares about them or that what they do impacts the company’s success, it can be frustrating and demotivating.

What employees don’t want: Employees do not like feeling unappreciated for their work! If they feel undervalued or unrecognized, they can look elsewhere where they will be appreciated more.

What you should do: Make sure your employees know how valuable and important their role is! This includes showing them how their work has an impact on the success of your company. Celebrate milestones together, offer regular feedback and rewards for good performance or hard work, and have an open-door policy to ensure they can come to you with any concerns they may have.