The Real Reason Your Employees Are Leaving (and How to Slow Down Their Defection)

The New Year approaching may be all the reason some of your employees need to act on the antsy feelings they’ve been having about work. While some employees may leave their position due to family reasons or relocations, others may be sitting on months of displeasure and discontent. For those who leave for reasons that are directly associated with the job itself, you have the power to change their work environment for the better. Sometimes all you need is a small shift in culture – other times employees simply need to feel better appreciated. But in order to shift the culture and slow attrition, you have to be open to what the issues are – and willing to look at what you can do to stem the tide. Here are some reasons your employees may be leaving – and what you can do to prevent their exit: 1. They are tired If your employees are physically exhausted from lack of sleep due to a heavy workload, they may consider leaving. Being emotionally tired from work-related drama or unrelenting deadlines could act as an impetus to take change in their own hands. When employees are tired of being tired, it can be a difficult situation to acknowledge. But if you’re concerned about retention, you need to make address the issue. What you can do: The first step here is to acknowledge that the workload has been especially heavy and that this has made the entire company operate on empty. Acknowledging this reality will help your employees feel like you’re validating their experiences. The next step would be to offer solutions on how the load will be lessened for them — whether this means extending deadlines where possible or hiring additional temporary or permanent help. 2. They feel neglected It’s never good when your employees feel like they aren’t being thanked or outwardly appreciated for the time, work and dedication they put into day-to-day tasks. What you can do: It may seem small, but a simple thank you can go a long way. Also look into gestures that express just how thankful you are to them — a celebratory staff dinner after a big milestone has been met, handwritten notes or other personal gestures will speak volumes to an employee who has felt his or her work has been neglected. 3. They’re taking too much work home How an employee’s family or partner responds to their work could be a big indicator of longevity. If a spouse or significant other is tired of them being checked out of family life, the employee may get an ultimatum. Even if their business hours 'at the office' are fairly normal, when they carry work home day in and day out and/or it spills over into the weekends, a job can become a burden not worth the payoff. What you can do: Outwardly (verbally) encourage your employees to take time off and unplug – especially on the weekends. Go as far as investing in a weekend away for the employee and their significant other, or some other gesture that shows that you support their relaxing and rejuvenating. 4. They’re strained by travel schedules Employees who travel too much may become weary of being on the road. The thrill of a new city or country may start to wane, and the discomfort of living on the road could erode their attitude. What you can do: This can be a challenging issue, as some roles by nature require significant road time. If there is wiggle room in the job description or an innovative way to shed some of the travel time and replace face-to-face meetings with online communications, then it may be worth looking into as a way to keep top talent from burning out. In situations where the changes will be minimal because of the role itself, making an effort to sympathize with your employee and letting him or her know that you’re trying to find alternatives may calm anxieties. 5. They feel underappreciated Employees can become frustrated by being passed over for promotions or never being recognized with financial benefits for going above and beyond. They don't see any opportunities on the horizon and are tired of being told to be patient for a future opening. What you can do: If possible, expand their current role by creating a new title and increasing their salary. If increasing salary by a dollar amount isn’t a possibility for your current budget, look at more innovative ways to show your employee that his or her hard work is being compensated. Other rewards could adjustments to work days, flexible hours or work-from-home options. 6. They feel micromanaged If an employee’s boss is a micromanager or if he or she engages in negative or bullying or otherwise untenable behaviors, he or she may be actively seeking a way out of this toxic environment for mental health reasons. What you can do: There’s a good chance that if one employee feels this way about a leader, others do as well. Take this as an opportunity to remove the toxic manager or supervisor and see how this improves the situation. If removing the manager altogether isn’t an option, look into how feasible it would be have the employee shift departments or report to another manager. 7. They no longer feel challenged Employees who feel bored have a tendency to look for work that will make them feel the opposite. If each day's workload mirrors the prior day's work for your employee, and there is no sign of change on the horizon, this may be a good time to insert a challenge into day-to-day tasks. What you can do: The solution for this particular scenario is quite straightforward – it starts with communication. Sit down with the employee and do an intake of the type of challenges they seek and match those up with opportunities to expand their role in the current organization. A big part of keeping your employees and limiting turnover is making sure that you’re not ignoring the signs of your employees’ anxieties or malaise. So many of the reasons behind an employee’s departure are solvable if addressed early enough. If an employee is feeling overworked or is wary of a possible acquisition that would put them out of work, increased transparency and communication could not only help assuage their fears but also serve as a reminder that you, as the boss, are still very much in touch with how they feel about their jobs.