There are certain statistics conducted by researchers in America about the reasons for dismissal. Among them, the unfair remuneration that does not motivate employees to stay confidently leads.
The most important reason is that if you do not want to work, then you are looking for reasons to quit; if you need work, then you are looking for opportunities to level out all the shortcomings.
I bring to your attention a rating of reasons for dismissal on my own initiative:
1. Remoteness of work from the place of residence.
A huge waste of money and time on the road is a disaster. After all, it turns out that a person spends his day on a round trip and the work itself. Attention, experts, the question, but where is the balance of life and work? Except life as a dream.
And what did the employee think about when he got a job (unless, of course, he didn’t move to the other end of the city after employment, or the company didn’t change his location).
2. Remoteness from the leadership.
The manager and manager of the institution does not consider it necessary to communicate with employees who are lower in the hierarchy. Accordingly, the service employees are confident that the head lifts his nose. If the leader does not communicate with the staff, then people will draw their own conclusions and vote with their feet: they will leave you forever.
3. High levels of stress at work.
Many employees are ready to process at the request of the employer. But once there comes such a moment that the processing translates into stress for employees, especially when working in the kitchen or with people.
There are 2 ways out of this situation:
most are looking for another job,
the minority is trying to negotiate with the leadership at a more moderate pace.
4. Lack of guarantees at work.
When the business situation is unstable, employees participate. Suddenly your business wants to buy, it will start kipish and it is better to leave in advance in a safer place than rushing about when it's too late.
Or, suddenly, your landlord raised a rate that you did not expect, so the business may be closed. Employees will also be looking for a way to get out of the sinking ship as soon as possible.
5. Lack of development prospects.
It happens that some employees lack competencies, and they need training. But there is also the opposite type - overskilled, those who have already grown in the framework of their duties and need to grow. If your institution cannot provide this, employees will quit.
6. Low premiums and social packages.
Small bonuses and the lack of social guarantees makes some existing employees look for employers from the category of large companies who will pay all bills.
7. Boring work.
Employees begin to feel miserable as soon as boredom appears in their work. Even socialization in the smoking room, surfing the Internet or just idleness does not save the situation. Therefore, in addition to vertical growth in a career, it would be nice to introduce linear development in order to diversify activities.
8. Lack of recognition.
The inability to meet one of the highest needs for the Maslow pyramid also leads to dismissal, especially if a person has been working for a long time. In addition to money, people need to know and feel that they are in their place and someone needs their work. This moral compensation for many professionals is in third place after salary and career. Express your love for your staff more verbally.
9. Unequal career opportunities.
More than a third of employees will be ready to leave if they realize that they will not grow in any way. Empty and unrealizable promises made by managers force many employees to completely abandon the struggle for promotion.
10. Low wages.
A weighty argument that makes an employee quit. It has long been proven that a fair base payment stabilizes the mood of not only the employee, but also the employer, avoids unexpected and additional payments for bonuses when you need to urgently hold someone. Employees who get paid more feel happier. Many search sites have acquired salary meters, where each visitor can roughly assess themselves in the labor market in accordance with their experience, education, qualifications and potential.