Staffing issues is one of the most widely discussed topics among HRs and hiring managers in the UAE and other countries. The company and the team often feel “stressed” when the best employees decide to leave. First of all, it always costs money. However, an even more unpleasant consequence is that it is disruptive for the operation of the whole organization.
So, what is the reason for a job change?
Why employees quit? If we look into the core of the problem, we will see the unpleasant thing – people don’t leave because of the money issues. They leave because of managers. It sounds frustrating. However, knowing this can help you avoid a lot of problems. What is required in this case, are extra efforts on behalf of a manager. What are the most common mistakes managers make being the reason for a job change? Here is the list of the top nine reasons for leaving. Knowing them will help you to see how to motivate employees.
9 Reasons for Leaving a Job
1) Employees are overstrained and run down.
It is one of the most common reasons for leaving a job. Even the most devoted and enthusiastic workers tend to burn out. This is the first and foremost reason for leaving a job in Dubai and other GCC cities. Many managers are caught in this bind. It is so alluring to use your best employees to their utmost potential. However, just look at it from your workers’ perspective – they may feel punished for their own efficiency. The more they do, the more they are asked to do. They do things quickly, so they are asked to do things quicker. The matter is that by means of overworking people managers actually decrease their performance. Productivity falls when people work more than 55 hours a week.
This has to be reckoned with. If it is absolutely necessary to perform an employee motivation of your best employees, increase their status. How? Offer pay rises; give promotions, bonuses, better job opportunities. There are plenty of options. If you increase the amount of work while nothing else changes, employees will most certainly leave. After all, you’re not giving them what they deserve.
2) Managers don’t acknowledge and celebrate successes.
Reasons for leaving can vary. The best performers usually look as if they don’t really require any acknowledgment. They just do what they do because they are motivated intrinsically. However, not only they deserve being rewarded – they want it. After all, they give their all to the company. What shall a good manager do in this case? A good manager shall find out what makes top performers feel good and then use it to reward this person.
3) Managers look indifferent or as if they don’t care.
Believe it or not but nearly half of people leave jobs because of their relationships with a boss. This is one of the most frequent reasons employees quit. Finding a balance between professional and human does not always come easy. What indicates that managers do care? They care if they are empathetic. They care if they celebrate successes of the workers. They care if they dare to challenge their employees. The sad thing is that those bosses who don’t care often have bigger profits. However, if we focus entirely on money, we’ll lose the point. People won’t work for someone who is detached, distant and disinterested. Please remember about it.
4) Managers ignore their own
Making promises and then failing to accomplish them is unacceptable. It is one of the reasons that make employees walk out the door in the UAE and other GCC countries. Fulfilling your commitments will not only set an example but will prove that you are reliable and can be trusted. Aren’t these one of the most important qualities in business? Your workers will immediately label you as inconsistent, uncaring and untrustworthy if you fail to fulfill your promises. Why should others even bother to do the opposite if you set such an example?
5) Managers make wrong hiring choices.
Have you ever thought what kind of people your top performers would like to work with? If they are honest and hard-working, they probably want to cooperate with someone alike. If managers make wrong hiring choices, it discourages the rest of the team. Especially, if these people get promoted. This can be treated as a major insult which can make your best employees leave.
6) Managers block their top performers’ passions.
The most efficient employees are usually passionate, absorbed and enthusiastic. The matter is that if you create prerequisites for pursuing their passions, it will increase their performance, too. Thinking that the opposite might happen is wrong, though this is the mistake made by many. Pursuing our passions brings us into the corresponding state of mind. This state of mind makes us at least five times more productive, data shows.
7) Managers don’t foster people’s skills.
Managers who are not attentive enough would typically try to excuse themselves by using words like “nurturing autonomy,” “empowering employees” etc. While these components are still important, managers should not forget that one of their vital tasks is to foster people’s skills. Your top performers are talented, but this does not mean that they do not require any further training. Therefore, it is necessary to keep on looking for the fields your workers feel insecure in. Help them to gain confidence. Besides, managers should also provide feedback regularly. Never let your best workers feel bored. Foster their growth and self-development.
8) Managers stick to the status quo.
Managers have to be people with a vision. Your top performers are the ones who are always restless. They keep searching, improving and changing. Nurture these traits in yourself. If you are happy with the status quo, you might involuntarily block your employees’ creativity. And limiting them, their initiatives and desires is probably the worst thing you can do. It is the foremost reason for a job change.
9) Managers don’t give their top performers tasks that are challenging enough.
If the task seems unachievable at first, this is the right project to give to your best performer. Top performers have to be constantly challenged. Otherwise, they will feel bored and leave. Do not turn their lives into a routine. However, do not forget about your assistance. Challenging tasks require extra support. If smart workers face with tasks that are too easy for them, they become demotivated. No wonder that they start seeking other job opportunities under these circumstances.
Why employees quit is a very relevant question for HRs and managers of other departments. Employee motivation aimed at making best specialists stay is one of the primary concerns of the managers in the UAE and other parts of the world. Here is the uncomfortable truth about the reasons why great employees leave – they leave because of bad management. All of the above-listed mistakes are easy to fix as long as you are aware of them. Please remember that top performers always have plenty of options. Stick to them and do your best to make them want to stay. Knowing the reasons employees quit will help you to prevent your top performers from leaving.