According to Gallup, 77% of workers hate their job. That’s right – they “hate” their job. They do not just “dislike” their job. It’s not that they “do not care for” their job. They HATE it! Although most will stay put, each day some of this group will turn in their resignations, costing their employer huge turnover expenses.
We must begin by eliminating a huge myth: “employees leave most often because of money”. Although, some will tell their employer in an exit interview they are leaving because of wages, it is seldom mentioned when a third party does the exit interviewing. The real reasons, which follow, are kept from employer-driven exit-interviews because they may be considered negative toward the employer, hurting chances to return to the employer at a later date or to get a good recommendation for a future job. Sharing this information with third party interviewers, trained specifically to ask the right questions, is less threatening as it does not go back to the employer with a name attached to a specific comment.
Another myth is that employees leave to “find a better opportunity”. According to the book “The 7 Hidden Reasons Employees Leave” by Leigh Branham, the seeds of discontent go much deeper. The book supposes that even if this reason was correct and valid, it would signal a failure of management, not a legitimate reason for departure.
There are ten main reasons employees voluntarily leave their employers. Of course, these ten reasons do not include retirements nor does it include the unpreventable departures due to job or employee relocations, as these cannot generally be prevented.
Click here to see the top 10 reasons employees really resign.