Why do people leave for other jobs? Why are people leaving now? Low morale

There are many reasons why people change jobs. It's quite unusual these days to find a job and hold on to it into old age, although just 20-30 years ago it was the norm for most people. These are outdated templates. Now there are many opportunities, and our lives are filled with variety and flexibility. However, there are common circumstances that make people decide to move on and quit their seemingly perfect job. And it's not just about money or office location.

Here are eight common reasons why someone might quit their job.

Disrespectful attitude towards staff

If you are treated as if you are just a cog in the team, and you feel like the second number, there is a feeling that you are not appreciated. Sometimes employers only care about profits, products, stakeholder satisfaction, and productivity. These factors are certainly important for a successful enterprise, but they cannot be achieved if the people who do the work are mistreated.

It is important to remember that employees are people too. To be productive, they need motivation and self-respect. And they need to be taken care of in the same way as a consumer or an investor. If employees are not paid extra, not provided with a normal work schedule, and not given enough benefits or a safe, healthy and enjoyable work environment, they may quit their jobs. The art of proper employee retention is often underestimated. A lot of knowledge is lost if experienced people leave their jobs due to sheer neglect.

Lack of career growth

Modern workers no longer want to do the same thing day in and day out for the rest of their lives. They want to feel like they are learning and growing as they make their careers. Staff expect training and education to develop their skills and gain experience. He wants to grow with the organization he works for and have something that will back up years of hard work. If the tasks that need to be completed do not provide opportunities for career development, most likely, employees will begin to quit and look for everything they need elsewhere.

Inequality

If the workplace is stuck in the last century in terms of employment practices and policies, employees are likely to start leaving before they've even worked for a year. No one wants to work in an environment where there are sexist or racist laws, discrimination based on age or some other characteristics. Times have changed. Humanity does not stop developing intellectually, and when inequality is widespread in the workplace, it is very difficult to retain staff. The workplace should be tailored to individual needs, providing diversity and flexibility. People no longer want to take jobs whose owners encourage an outdated relationship style. Even if people choose to stay in these jobs, they have very limited choices, and this causes the business to fail and be unable to compete with more progressive organizations.

Low morale

When a person is unhappy in his workplace, it is obvious that very soon he will slam the door behind him. People can be cynical, impolite and find any excuse to do nothing. If there are no consequences of poor performance or incompetent maintenance, eventually the person starts looking for a way out.

Team building and a sense of unity among employees are vital components to the success of any job. Individuals in any position should genuinely care about each other and about common goals in the workplace. If communication fails and there is a feeling of hopelessness, no one wants to stay in such a team. This is the perfect reason to quit your job before it starts to take its toll on your health.

Lack of recognition and reward

Everyone needs a pat on the back from time to time. Sometimes a kind word of thanks or recognition of his efforts is enough. You don't need to receive a golden trophy or a check with many zeros to feel appreciated. However, incentives go a long way in giving employees motivation and a sense of purpose. If you are never thanked at work, you probably feel invisible and worthless. The decision to quit your job may be the easiest way out.

Decreased Enthusiasm

Innovation and ideas are key to the success of an organization, and everyone should be given a chance to take the initiative. But some jobs are incredibly resilient to change, even if it brings an improvement in performance or productivity. People often start work with positive energy and enthusiasm, but they are quickly stopped by the manager, whose views are long outdated, who lack the right vision of the situation. When your enthusiasm constantly decreases, you start to avoid risks and do not want to try new things, become exhausted and realize that you need to move on and find something new.

Encouragement of "wrong" people

Some workplaces have a culture of rewarding and recognizing the "wrong" people. There is a saying that good bosses hire people who are smarter than they are. But this is not the case if the boss has a big ego and feels threatened by those who demonstrate intelligence and ability. What often happens is that people are rewarded for their desire to be invisible and submissive rather than innovative and competitive. Such a policy protects the power structure, rather than developing a system that is efficient, capable, and professional.

Hierarchy instead of autonomy

When the hierarchy is more important than the value of each individual, and it promotes the pursuit of position, the employee does not just lose excellent opportunities for gaining wisdom and life experience. This situation detracts from employees' self-confidence and does not develop their life skills in decision making.

Strong leadership in the workplace should empower its employees to become self-reliant and conscientious for the good of the business. Power struggles and mind games work against a common goal and have a negative impact on work. Employees will quit by the dozen if they are immature and infantile, if they feel they cannot trust themselves to make the necessary choices, if they know they need to get permission for every step they take. This is how lazy and uneducated management makes good workers leave their jobs.

There are several reasons that may prompt an employee to put a resignation letter on your desk on their own. Most of these reasons are quite obvious - low wages, poor working conditions, grumpy bosses. However, it also happens that employees leave one after another, and managers do not understand why. Here are a few less obvious factors that make work uncomfortable.

1. Fear of being fired

One of the disadvantages of capitalism is the constant state of anxiety about the future. On the one hand, this is useful for the economy, because people do not solve crossword puzzles at the workplace, but really work hard from 9 to 18. On the other hand, this is a strong pressure that affects the character and well-being of workers in no way in the best way.

Commentators will not let you lie, to impressionable people “they might just fire me” comes every half hour. If bosses add fuel to the fire by scaring employees and making meaningful innuendos, the fear of being fired can become so unbearable that the employee decides to pre-emptively quit first.

Try to keep the thoughts of dismissal as rare as possible for those whom you are not going to fire. Discuss with them plans for the coming months, explain to them that they are doing important and necessary work for the company. Avoid jokes in the spirit of "something your department can not cope with, it's time to kick someone out."

2. Uselessness of work

People love to feel needed. If you order an employee to dig a hole today and dig it back tomorrow, you are hitting his self-esteem with a backhand. The employee thinks that he is engaged in a meaningless business, that his work is not needed, and that he himself, therefore, is a person useless for society.

From the point of view of the authorities, the work may be necessary, but if you do not explain to the employee every time for what purpose he was forced to wave a shovel for nothing, he will have a very strong desire to leave you where he will do something useful, even for less money. It is categorically not enough to tell the employee "it's none of your business, you get paid for following orders, not for questions." Any responsible employee will not be satisfied with such an answer.

A milder version of the devaluation of someone else's work is also very destructive. Some bosses have a habit of starting work with criticism: “what you did is no good, it needs to be redone.” An employee who honestly tried to complete the work assigned to him, such an unexpected assessment of his work knocks him down, and his desire to continue working with you further drops to zero.

Experienced schemers use this dirty trick to force objectionable subordinates to quit. Force the manager to make a report for two weeks, and then tell him that “it’s no longer necessary” and, without reading, throw the report into the trash. With a high degree of probability, in 15 minutes, a statement “on your own” will lie on your desk. University professors do the same when they want to get rid of an unpleasant student. When such a student brings them his term paper, they immediately declare “everything is not right”, after which they either defiantly spoil the work, or immediately, without even scrolling through, give it back to the student.

3. Small premium

As the well-known joke about the rural teacher says, 90% of people do not know mathematics at all. This ignorance "shoots" when such an employee is either given a small bonus or a slight increase in salary.

Imagine that an employee was given a bonus of 500 rubles for some reason. The correct line of thought, which a minority is capable of: “Over the past year, I have earned 500 thousand rubles here, about 40 thousand rubles a month. I'm happy with the salary."

The wrong train of thought, which, unfortunately, is much more common: “I’m tearing my hump here, like Papa Carlo in uranium mines, performing labor feats, and I was given a miserable 500 rubles for this ?! This is a mockery or an insult! The mistake is clear: for the year the employee was given not 500 rubles, but 500 thousand rubles, plus now these five hundred. The trouble is that few people are able to look back a year ago. Because of this, the authorities are often perplexed: they handed out some money to the people to cheer them up, and then all of a sudden, three of them decided to quit at once.

Hence the moral: try to either give out money in fairly large pieces, or, if you already give out small ones, specifically indicate that this is not a salary, but just some symbolic bonuses that are not related to the “main” money.

4. Responsibility

Bosses are often screwed over by assuming that subordinates are made of the same fabric as themselves. Let's say you are doing a project, the successful launch of which will depend on the work of a huge plant. The project, as it always happens with big things, goes with varying degrees of success, and you are by no means sure that you will be in time for the deadline. In the event of a delay or failure of the project, the customer will suffer huge losses.

As a boss, you react calmly to this: you know that failures sometimes happen, and you understand that even in the worst case, you will not be shot or sent to a correctional camp.

Your subordinates may have a different opinion. Being inside the project and knowing perfectly about all the shortcomings and shortcomings, they think something like this: “in a month the deadline, we don’t have time, a catastrophe will happen soon, and the customer will lose 10 times more money than I can hope to earn in my entire life.”

In such cases, it is imperative to explain to subordinates that they are only responsible for their area of ​​work, that this responsibility is limited, that they have the right to make a mistake, and that the customer’s playful threats should not be taken seriously. If this is not done, the subordinates will be very tempted to quit so as not to wake up at night from nightmares in which the bridge they built is falling apart.

5. Injustice

A classic situation: you promised a bonus for the implementation of the plan, and then this bonus was not paid, no matter for what reasons. At this point, employees will immediately think about quitting - even though they also completed the plan last quarter and also did not receive any bonus for this. The problem here is not how badly the employees suffered financially, but that they were treated unfairly.

Many tyrant bosses assume that the little things don't really matter, and that if you fine an employee 100 rubles for losing a wrench for which this employee was not responsible, this will not affect the employee's attitude towards you and work. I don’t know how things are with this in other countries, but in Russia tyrants are usually forced to set salaries 1.5-2 times higher than the market so that at least someone agrees to work with them. Moreover, even with these increased salaries, they usually manage to attract only people with special characteristics that prevent them from working in "normal" places.

6. Team

Quite often, people do not fit into the team and leave to get away from the atmosphere of constant tension. Sometimes the team rejects "rats" who steal food from the common refrigerator, lazy people who ride other people's humps, and rude people with a bad temper.

Often, however, there is some scoundrel in the company who amuses himself by persecuting employees who, by virtue of their nature, are not able to respond to the offender. Also, sometimes the team rejects those who work much better than the rest, or those who refuse to steal your money along with everyone else.

If employees leave you and you can't figure out why, try carefully to find out what kind of relationship they had with the team. Perhaps by pulling this thread, you will open a dangerous abscess.

7. Training

As funny as it may seem, trying to train employees may well lead them to start leaving you. Learning is a very serious process that can immediately lead to a number of unexpected consequences.

Firstly, a trained employee can understand that there are more interesting places in the city - more profitable and more promising than your job. Actually, often right during the training, he can meet his colleagues from other companies who will try to lure him to them.

Secondly, all sorts of motivational trainings can pump an employee with various toxic nonsense that will make him start moving in order to “earn money for a personal jet in five years.” Not everyone has the brains to understand - if quick ways to get rich really worked, business coaches would have used them on their own long ago.

Thirdly, many people have an aversion to any study, and when you force them to spend their personal time studying, they transfer this disgust to you. Realizing that in your company you need to constantly learn, they can go to a place where they will not be strained by trainings and lectures.

8. Delays in salary

It would seem an obvious thing - you need to pay employees to work for you. Somewhat less obvious is the fact that for most of the staff, wages are the only reliable source of income, and that they perceive delays in payments with the same anxiety with which hobbits perceive the exhaustion of food in the kitchen.

Some bosses think: “I need to urgently pay this bill, I’ll delay my salary for a week, it’s okay.” Mistake. At the very moment when an employee realizes that the payment of wages is delayed - even if only for one day - he enters the job search site and begins to study vacancies there. Shifting pay from Tuesday to Wednesday will cause 80% of employees to start thinking seriously about changing jobs on Tuesday evening. Delay your salary for a week for several months in a row, and you will be surprised to find that you have begun to turn over staff.

Employees can be understood: they work for one very large client, that is, for you. If this client starts having problems with solvency, employees start to worry. In our business culture, delaying wages is a very ugly act, so employees make a fair conclusion: "since we were deceived with a payment deadline, we may well be left without a salary at all."

9. Breach of the promotion queue

The authorities usually promote employees based on their own considerations, which are not always obvious to the team. There is nothing wrong with this if the authorities take the time to talk to everyone who is going to grow "up" and clearly explain their decisions.

If, instead of the experienced locksmith Petrovich, the wry-handed novice Kolyan becomes the master’s assistant, and the authorities do not consider it necessary to spend twenty minutes to discuss the situation with Petrovich, Petrovich usually has a strong sense of resentment at this moment: even if he absolutely does not need the position of deputy, and even if he treats Kolyan quite friendly.

To illustrate the importance of the problem, I note that the schemers I mentioned above use the promotion queue violation as another effective measure to squeeze out unwanted people. They transfer their victim into direct submission to someone who is clearly inferior to the victim in status and professionalism, after which they watch with pleasure how the victim is angry because of the obvious injustice of such a decision.

Instead of summarizing

All of the above applies to organizations in which the bosses are rooting for the cause and are interested in making employees feel comfortable at work. However, there are places that work on the contrary. For example, in "sweatshops" employees are humiliated, kept on starvation rations and forced to work 12 hours a day. Lack of physical strength and constant salary delays lead to the fact that people cannot quit their jobs, because they do not have the opportunity to carve out time in such a schedule to look for a normal job.

Also, I repeat, some additional reasons for the turnover should be looked for only if all the obvious things are in order. If you pay employees 100 rubles a month, and your competitors - 200 rubles a month, you are unlikely to be able to avoid mass layoffs.

Experienced personnel officers say: “There are thousands of employees, but everyone has the same reasons for dismissal.” Indeed, it is not easy to leave the “familiar” place, but life circumstances sometimes leave no choice. Do you want to know why people quit and how to smooth out the unpleasant nuances of this process? Then read on.

Reasons for leaving

Modest wages

One of the most common reasons workers leave is low wages. Various studies have shown that many workers are not satisfied with the level of their income. The dissatisfaction is justified, because in many enterprises wages are either reduced or frozen for an indefinite period. Is it worth it to work for a penny? Many are transferred to a reduced working day, which does not add optimism. The personal incomes of citizens are falling, while the prices of various human needs are rising.
Many are in no hurry to find a similar job, considering it slavery. For them, the way out is to be registered in the employment center and casual part-time jobs. Less money, but more free time.

Lack of career advancement

About 40% of people who quit their jobs believe that the lack of career growth is the main reason for drastic changes for them. This opinion is held by young people who are striving to achieve something in life. They do not take into account that high positions involve great responsibility, and, therefore, constant tension.

Leadership indifference

Among the good reasons for leaving work, it is worth noting the lack of encouragement and praise from management. Employees need the approval and praise of management, even if not supported by material support.
The understanding that a person is valued and valued at work keeps many in positions with rather modest salaries. More and more managers openly demonstrate their disinterest in this or that employee, believing that a holy place is never empty.

Daily boredom and routine

Monotonous work leads to the fact that a person loses interest in it. Everyone strives to work on something exciting and informative, then work turns into pleasure. Some leave their homes for this reason. You can try to find good moments in such work, but you do not need to work through force, there will be no benefit from such an attitude.

Bonuses and social packages

Rather, their absence provokes people to change jobs. Everyone for their work wants to receive not only a salary, but also material incentives. If the desires of workers are ignored, then their productivity will soon come to naught.
Each employee of the enterprise wants to feel socially protected, if the boss does not show minimal concern for his subordinates, makes you think, is it worth working for such a person?

Nervous environment

Constant rush jobs at work are doing their job, is it necessary to worry at such a job? Many come to the conclusion that it is not, and go in search of a more peaceful place, because health is the most important thing.
The psychological situation at many enterprises leaves much to be desired, but people have learned to endure and cope with difficulties on their own. It is good if tense situations happen from time to time. It’s bad if this happens with enviable regularity.

Frequent conflict situations

Many leave their homes due to interpersonal conflicts. The tension at work is not conducive to a productive environment and leads to undesirable consequences.
Quarrels, squabbles and strife undermine the working spirit and poison the life of everyone who is forced to work in such a tense environment. The conflict at work is impossible to win or lose, so it is better to stay away from various skirmishes and claims.

Long road to work

If a person works 8 hours a day and spends several hours on the way home, then there is practically no free time left. Not only he suffers from this, but also the family that needs his attention.
Balance between work and personal life is important. No important aspect of life should be compromised. In addition to dismissal of one's own free will, there are other points that provoke the employer to take such a step.

Good reasons

The employer can present the employee with valid reasons for dismissal:

• skipping work
• does not meet the requirements for personal and business qualities,
• drinking alcoholic beverages during working hours,
• breaks the rules,
• steals.

In addition to the points mentioned above, it is worth noting the self-will of the leader.

It is impossible to dismiss if the employee is temporarily unable to work, due to pregnancy, illness, or is on maternity leave.

Wrongful dismissal

You need to figure out what types of dismissal are illegal. Approximately 50% of workers face such a violation. Often an employee claims that he wrote a statement of his own free will, being under pressure. In this case, it is difficult to prove the opposite, and everyone remains to his own.

A person can file a complaint to protect his rights to the labor inspectorate at the place of work. Such complaints are considered within a month. You can apply to the prosecutor's office or to the court at the location of the organization.

It also happens

No one is immune from sudden blows of fate, dismissal is a kind of shock for a person who has worked tirelessly.

It happens that even the most responsible and competent workers are fired in order to take their place in relatives, friends, and so on. You can avoid this, prove yourself so well that the boss does not even think about the possible replacement of such a valuable employee.

Power is changing

For example, big changes are coming, the old leadership has been replaced by a new one, and with employees with whom they have developed a trusting relationship. What to do?
Be quirky, talk to the new boss, show your skills and demonstrate professionalism. Stay active and you might be able to keep your seat.

There are situations when professionalism plays against you. It is strange if a person with great experience and high professionalism is fired, while the company has less experienced specialists. The reason lies in the fact that the boss is confused by your work experience, existing skills. Working with such a leader is difficult, even if you prove the illegality of his actions. Take this lesson for granted and turn it to your advantage by starting a new page in your life.

Warning from superiors

A good leader, before firing a person, will give him one chance to correct. He should talk to the employee about the problem and about the possible dismissal if he does not take the right path. An employee can be given a trial period, during which he must prove himself in the best possible way.

Do not be patient and nervous if the work does not suit you. Look for a job and easily say goodbye to your old place. Working for other people involves negative moments, you need to be prepared for them. There are other options, such as starting a business, passive income, or self-employment.
Do not let employers humiliate you, insult you, no amount of money is worth the constant nerves and irritation caused by the working environment. You can replenish the budget in different ways, look for the right one that will bring moral satisfaction.

Treat the person who works for your cause with respect. Each person has his own psychological and material needs, it is not necessary to treat people as cheap labor. Examine all the reasons for dismissal from work and try to prevent this in your enterprise.

When leaving work, many employees prefer not to talk about what reasons prompted them to do so. Some of them then anonymously scold their bosses on various resources with reviews about their work (you can read them, for example, or). Specialists of the Superjob portal, at the request of The Village, conducted a survey of those who are now looking for a job, and found out what made them quit their previous job. This is how the answers of thousands of site users were distributed.

Low salary or a pay cut

moving to a new place
residence

Delay or non-payment salaries

Conflict with guidance

Lack of career and personal growth, job prospects

Personal or family circumstances

Deception or dishonesty employer, failure to fulfill promises, non-compliance with the Labor Code

More profitable sentence
About work

Uncomfortable schedule work

On their own wish

LACK OF INTEREST
to work

The contract has expired or the project is completed

REMOTE WORK from the house

Bad conditions labor

Lack of volume work

Other

Difficult to answer

*Sample size: thousand respondents

Whatever they say, it is the salary in most cases that is the determining factor that pushes people to the decision to change jobs.
And if a person is also bound by any financial obligations, he will always look for a job with a higher pay. Therefore, the fact that the item “small salary” was in the first place in our survey is not accidental.

But it should be noted that if it was money that caused the search for a new job, then before deciding to quit, it is worth talking with your superiors about possible prospects at your current job. It is possible that the list of your responsibilities has long exceeded those previously agreed, but you just did not focus on this? Do not rush into the pool with your head: try to resolve this issue within the company, especially if everything else suits you.

The main reason is the level of income traditionally the most important for our labor market. However, recent studies show a normal crisis trend: some people begin to prefer a tit in their hands to a pie in the sky, and the amount of income in some cases turns out to be less important than stability and confidence in the future. True, the tit should still be fat and weighty and it is desirable to grow with inflation.

Therefore, if an employer cannot afford to raise wages in competition with the cost of buckwheat, he should think about the fact that the amount of income is still not the only factor important for employees. Randstad's study on employer brand in Russia is based on the responses of 9,000 respondents from different regions and industries. 36% of these respondents say that the fact that the work seems interesting to them keeps them in their current position. 24% appreciate the recognition of their merits and achievements by management, 9% - opportunities for professional development.

During the previous crisis, the wisest employers retained experienced, if costly, employees and invested in their training and professional development. In doing so, they not only significantly increased staff loyalty, which is valuable in itself these days, but also came out of the recession with a decent handicap, as competitors were forced to re-recruit and train people.

A study by the Superjob portal also shows that 10% of those leaving the job justify their resignation by changing their place of residence. Frankly, it is difficult for me to imagine why so many able-bodied people in times of crisis decided to suddenly leave everything and go, apparently, far, far away. Where are they all going? Grow a food basket in the country? Smoke the body under the palm trees? If the move is not as large, perhaps there is another motivation behind the move argument. Why is your employee, having moved, not ready to continue visiting the office? Or is this extra transplant just the last straw, just your tit not pretty enough?

If you were forced to change offices and it became uncomfortable for many employees to get there, think about the possibility of changing the working hours. A quarter of respondents appreciate the flexibility offered by their employer and cite it as a reason why they do not plan to look for a new job.

Most people in their lives have faced insufficiently competitive salaries, underestimation of abilities and merit, remoteness of work from home, and a tyrant boss. Each of these reasons is enough to make a person think about whether he should change his job soon.

Research conducted by the American portal Salary.com shows that unfair wages are confidently leading among the reasons why people are ready to quit their jobs within the next 3 months. In total, more than 8,000 working employees in the United States were surveyed. These data and typical comments are relevant for the CIS today. Here it is, the rating of reasons for dismissal on their own initiative. Some of the answers may surprise you.

10. Too far commuting - 9% "To get to work, I spend so much money and time that it becomes simply outrageous!" Rising gas prices may encourage many car workers to seek jobs closer to home. If the company is interested in its people, then the staff has the right to expect an annual salary increase at least as much as fuel prices rise.

9. Poor communication with management - 10% "Bosses are incompetent, ignorant, overly self-confident, behave rudely and are generally hostile to employees" To the attention of the bosses! Your subordinates follow your every move, take your every word to heart and tend to interpret your behavior in their own way. If you still do not consider it necessary to communicate with your staff, then people themselves will draw their own conclusions and will vote with their feet: they will leave you forever.

8. High stress at work - 10.5% “After a 12-hour work day and incessant rush jobs, my knees are trembling like an aspen leaf. Do I need it?" A lot of people are ready, at the suggestion of managers, to work like an Energizer battery, regardless of holidays and weekends. Sooner or later, they realize that they received severe stress as a reward for their labor "exploits". There are only two ways out: the majority is looking for another job, the minority is trying to negotiate with the leadership on a more moderate pace.

7. Unsafe work - 11.8% "Our company has contractors in both Mexico and Asia." This means that due to internal financial instability, the company is forced to resort to outsourcing, to widespread cost reduction and total savings. Those who work in such companies are probably aware of the rumors about the possible sale of the company to a richer competitor, or even a possible bankruptcy. If so, why perish along with the sinking ship? We must save ourselves, and the sooner you leave the board, the better.

6. Impossibility of further professional development - 15.3% "Perhaps I am too experienced, smart and promising for this company." This is the percentage of people in companies who believe they have reached the peak of their professional capabilities with their current employer. These employees leave in order to get a new education, start their own business or find a job where they can learn something new and interesting.

5. Small premiums and social packages - 16.9% "It comes to the fact that I pay for health insurance out of my own pocket." Statistics say that 90% of small businesses (in the US - ed.) each year increase their employees' social package and bonuses. In some places, the size of social packages is so large that it becomes a very serious competitive advantage. This is what makes some existing employees of large companies who save on benefits look for an employer who will pay all the bills.

4. Boring job - 20.1% "My official duties were once a challenge for me to fight, and now they are boring as a stool." Employees begin to feel unhappy as soon as boredom appears at work. Even socialization in a smoking room, surfing the Internet or just idleness does not save the situation. Soon there is so much of this that a person just wants to find a job. Another.

3. Insufficient recognition - 34.2% "I'm not appreciated here at all with all my diplomas, experience and connections, in terms of humanity, I'm just wasting time here." The three main benefits that a person receives from a company are salary, bonuses and work experience. The last benefit includes the habit of corporate culture, dress code, as well as the moral recognition of personal contribution to the common cause of the company. In addition to money, people need to know and feel that they are in their place and at least someone needs their work. This moral compensation for many professionals is in third place after salary and career. Express love to your staff verbally more often.

2. Unequal Career Opportunity - 37.3% “My boss used to sing sweet songs about career opportunities at the time of hiring, but nothing real is expected yet. I'm being led by the nose." Career prospects are a very important factor that allows you to keep staff in the field and gives them an incentive to work confidently further. Indeed, more than a third of employees will be ready to leave if they realize that they will not grow in any way. Empty and unfulfilled promises made by top managers make many employees completely abandon the struggle for promotion within this particular firm.

1. Lack of salary - 57.2% “Salary for most positions in our company is much lower than the average level in the market. And they have not increased for 4 years.” Too low salary is the most weighty argument that makes an employee quit. It has long been proven that a fair base pay stabilizes the mood not only of the employee, but also of the employer, allowing you to avoid unexpected and additional bonus payments when you need to keep someone urgently. Employees who are paid more feel happier. Many job sites have acquired salary meters, where each visitor can roughly evaluate himself in the labor market in accordance with his experience, education, qualifications and potential.