{"id":11844,"date":"2022-08-03T13:52:19","date_gmt":"2022-08-03T13:52:19","guid":{"rendered":"https:\/\/www.wellable.co\/blog\/why-employees-quit-and-how-to-keep-them\/"},"modified":"2022-10-17T10:31:36","modified_gmt":"2022-10-17T14:31:36","slug":"why-employees-quit-and-how-to-keep-them","status":"publish","type":"post","link":"https:\/\/www.wellable.co\/blog\/why-employees-quit-and-how-to-keep-them\/","title":{"rendered":"Why Employees Quit (And How To Keep Them)"},"content":{"rendered":"\n

A phenomenon that has led to some of the most profound changes in workplace history is known by many names \u2013 The Great Resignation, Reshuffle and Attrition, to list a few. Yet, the effect organizations are feeling is the same. Competition for talent is fierce, and retention is even harder. A study<\/a> by McKinsey showed that 40% of employees are thinking about leaving their job in the next three to six months, consistent with the data from a Pew Research Center survey<\/a> earlier this year.<\/p>\n\n\n\n

The United States alone saw 11.3 million open jobs at the end of May, compared to 9.3 million open jobs in April 2021.<\/p>\n\n\n\n

Many of those openings are not getting filled, or filled for very long. While there is no single reason for the widespread turnover, research is starting to illuminate the crux of the matter: traditional approaches to attracting and retaining talent<\/a> are no longer sufficient. To add a new wrinkle, the top reasons why employees are quitting jobs don\u2019t necessarily match up with strategies to attract people back into the workforce.<\/p>\n\n\n\n

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Why People Quit<\/h2>\n\n\n\n

McKinsey\u2019s survey showed that the top reason for quitting a previous job is a lack of career development and advancement. Having bad managers also drives people away, with 34% of more than 13,000 respondents stating that having uncaring and uninspiring leaders was why they left.<\/p>\n\n\n\n

People can no longer be paid enough to stay in a role with no clear path for advancement and toxic managers.<\/p>\n\n\n\n

\"top<\/figure>\n\n\n\n

The data also shows that no single aspect overwhelmingly drives employees away. To retain talent, organizations need to build a great workplace by compensating people fairly, creating clear and attractive career tracks, promoting inspiring people into leadership positions, fostering meaningful work and sustainable work expectations, and so much more.<\/p>\n\n\n\n

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Why People Stay<\/h2>\n\n\n\n

If the pandemic taught us anything, it\u2019s that flexibility triumphs over almost everything else. For most people who have left the workforce in the last few years, offering a flexible work arrangement is the best way to coax them back to work.<\/p>\n\n\n\n

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Worker Personas<\/h3>\n\n\n\n

While a small percentage of workers can be considered \u201cTraditionalists\u201d who are attracted by traditional levers employers use to recruit talents, McKinsey also proposed four other job searcher personas:<\/p>\n\n\n\n