10 Reasons Why Most of the Employees Want to Change their Job?
In the world of job market, it’s common for employees to stay put and not switch jobs for obvious reasons. That is no longer falls into a serious case category. The importance of employee engagement can’t be overstated. Employ engagement strategies have been proven to reduce staff turnover, improve productivity and efficiency, and retain customers at a higher rate and make more profits. Most importantly, engaged employees are happier, both at work and in their lives. There are several reasons that people meant to work. Some of them are
- Humans are social being, people need people.
- They have certain purpose to engage themselves at work.
- Feeling productive is good for one person’s soul.
- To maintain a standard of living.
- People are creative beings.
- People want to get paid for their work.
- People want to be respected.
- People want to have a responsibility.
But due to some circumstances people leave their job. There are several reasons that make people to leave their job. Some of them are as follows-
Relationship with the boss
To have a toxic relationship with the person an employee reports to undermines the employee’s engagement, confidence and commitment. Many sources hold the fact that the relationship between the employee and the boss makes most employees to live their job in a mid-way. Many bosses fail to properly communicate company, department, and individual goals on a daily basis, which makes it impossible for their employees to meet those expectations. Bosses often fail to engage employees on a day to day basis. Because they are frequently overwhelmed with their own work and responsibilities, bosses don’t always have the time to initiate conversations that cover anything more than perfunctory discipline or a quick “good job”. Without meaningful one to one conversation, leaders can’t connect with their employees on a professional note. Connection is more important to uplift the level of any company or organizations. An employee who does not think or feel connected to their manager won’t feel like a vital part of the company, and without that bond, there is not much holding them to their job.
Bored and Unchallenged by the work itself
No one wants to be bored and unchallenged by their work. Employee wants to enjoy their work. They spend more than a third of their days working, getting ready for work, and transporting themselves to work. If they don’t find that their qualification is not fitting in to the activities of their job, they might feel that they don’t deserve this kind of job which makes them to leave the job on a short note.
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Relationship with coworkers
When an employee leaves the job, it also depends on the relationship that the employee had with his or her coworkers. Relationship with coworkers retains employees. If they don’t find friendly co-workers at the work place they at some point don’t enjoy their work which also a reason that make employees to leave their job.
Opportunities to use their skills and abilities
When employees use their significant skills and abilities on the job, they feel a sense pride, accomplishment, and self-confidence. They are participating in activities that they are good at and that stretch their skills and abilities even further. Employees want to develop and grow their skills. If they are not able to do this in a particular job, they will find one where they can. This includes opportunity. If an employee can’t see a path to continued growth in their current organization, they are likely to look elsewhere for a career development or promotion opportunity. So, the leader of any organization or company has to sure the fact that the leader is aware about their dreams and hopes. The leader should create a clearly defined path to achieving to them.
Contribution of their work to the organizations business goals
The leader of the organization should sit with each reporting employee and discuss the relevance of the employee’s job and its key contributions and deliverables to the overall strategy and business plan of the organization. If the employee does not feel the fact that they are connected to their work and they are part of an effort, it might be the reason that they leave their work
If they don’t feel safety or security at their work place
Women’s safety and its issues are discussed and debated all around the globe. Still every year the number of reports on sexual harassment is increasing at an alarming level. It forces the employee to leave the job. Not only women but also men also go through harassments at their work place.
Lack of respect
If the boss or the coworkers does not give required respect to the employee, the employee might leave the job. Everyone should be treated equally whether at the work place or other. No discrimination should be made on based of something. So, it is the duty of the leader to treated everyone with required dignity and respect.
Overall corporate culture
Employees appreciate a workplace in which communication is transparent, management is accessible, and executives are approachable and respected. An organization overall culture keeps employees keeps them in an effective way.
Management recognition of employee job performance
Many place employee recognitions further up the list, but this is where recognition scored in a recent society for human resources management (SHRM) survey of employees. So, the recognition is a very important factor.
Meaningfulness of the Employees job
Everyone should do something that makes a difference. Ambitious and doable. But leaders must help employees see where their work contributes to the execution of deliverables that make a difference in the world.
There is not always just one “smoking gun’ reason that makes a good employee quit, as it’s typically a combination of things that weigh on their minds and impact their decision to quit over time. Leaders have to give more praise and recognition to encourage the employees. The leaders should need rules to make sure everything runs smoothly. The leader should communicate their expectations clearly and set precise goals.
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