Sunday, July 1, 2007

Top Ten Reasons Why People Quit Their Jobs


By: Gregory P. Smith, author of Here Today Here Tomorrow: Transforming Your Workforce from High-Turnover to High-Retention

There are many reasons why good employees quit, most are preventable. From my years of experience as a consultant, I've identified a "Top Ten" list of reasons why people leave jobs:

1. Management demands that one person do the jobs of two or more people, resulting in longer days and weekend work.

2. Management cuts back on administrative help, forcing professional workers to use their time copying, stapling, collating, filing and other clerical duties.

3. Management puts a freeze on raises and promotions, when an employee can easily find a job earning 20-30 percent more somewhere else.

4. Management doesn't allow the rank and file to make decisions or allow them pride of ownership. A visitor to my website E-mailed me a message that said, "Forget about the
"professional" decisions-how about when you can't even select the company's holiday card without the President rejecting it for one of his own taste?"

5. Management constantly reorganizes, shuffles people around, and changes direction constantly.

6. Management doesn't have or take the time to clarify goals and decisions. Therefore, it rejects work after it was completed, damaging the morale and esteem of those who prepared it.

7. Management shows favoritism and gives some workers better offices, trips to conferences, etc.

8. Management relocates the offices to another location, forcing employees to quit or double their commute.

9. Management promotes someone who lacks training and/or necessary experience to supervisor, alienating staff and driving away good employees.

10. Management creates a rigid structure and then allows departments to compete against each other while at the same time preaching teamwork and cooperation.

Interesting, isn't it - that all ten factors begin with the phrase "Management...." Interesting, too, just how many of these high-turnover factors are preventable? My retention survey confirmed the truth of the saying, "Employees don't quit their companies, they quit their bosses." Thirty five percent of the respondents answered yes to the question, Was the attitude of your direct supervisor/manager the primary factor in your quitting a previous job?

Soft management skills-people skills-are the critical element in battling high turnover and creating a high-retention workforce or what I call, "retentionship."

About the Author Greg Smith is the "Retention Expert." He shows executives and business owners how to attract and keep customers and build organizations that retain and motivate its workforce. He is the author of the book, Here Today Here Tomorrow: Transforming Your Workforce from High-Turnover to High-Retention.

What score did you get huh? If you got more than better think and plan your career now.
And what does this implies to my career here in my current company..

weeeeh! Wait for my next posts..I know you got a better idea bout it!

Tata! Happy Sunday!


SASSY MOM said...


I'm very familiar with some of the reasons... I believe that management should really exert effort to appreciate their people and give more opportunity to grow.

I'm now back in the corporate world and I'm very happy with set-up of the organization.

~ istar bakekang ~ said...

Hi Sassy Mom,

Thanks for the visit, we are on both ends i guess, i am just starting to feel what corp world is and definitely i am not that happy with what you are in right now..hehe..

that is why through my own means i posted my sentiments since i cannot fully let the mngt know about it..hehe..

they will know in due time..

thanks again!

ninjathet_0312 said...

hi nina,

i can really relate sa post mo. kaya nga ako, i vowed that once I become a manager, I will always be a pro-employee. A companys hould take care of its stakeholder: it's clients, the investors and last but most importantly, the employees.