Why Do Staff Leave?
Happy staff are not normally as transient as unhappy workers so if your company has an abnormal turnover of workers maybe you need to step back and try to pinpoint the issue even if it is your management style. None of us are born managers most of us have had a high level of chainsaw-related training but how many of us or our team managers have had any people management training?
Staff attrition is such a huge subject it can be hard to pin down exactly who leaves a job and why. We all know it can be a traumatic time affecting both the employee and the employer but try to have a non-confrontational exit interview and take feedback. It may help you highlight issues that you can resolve. Without regular staff reviews unresolved issues can quickly build up until the staff member feels the only way forward is to resign.
Resignation factors often depend on the company culture or a change in an individual's circumstances. Some of the most commonly cited reasons include:
- Poor Management & Leadership – Employees often leave due to ineffective, unsupportive, or toxic team leaders or managers.
- Lack of Career Growth – Limited opportunities for promotions, skill development, or career advancement can drive employees to seek new opportunities with larger companies.
- Inadequate Compensation & Benefits – Ongoing low salary rates, lack of salary review or raises, or insufficient opportunities to earn more via bonuses or overtime can lead employees to look elsewhere.
- Work-Life Balance Issues – Sometimes it's simply overwork and subsequent burnout, or lack of flexibility can push employees too far and cause them to resign. Tree work is often quite physical and during tree works staff can suffer high levels of stress remaining constantly vigilant in a dangerous work environment and that can take a toll.
- Toxic Work Environment – A culture of negativity, micromanagement, lack of appreciation, or workplace bullying often leads to dissatisfaction.
- Job Insecurity & Organizational Changes – Sackings or restructuring can create an unstable atmosphere which can cause employees to look for more secure long-term opportunities.
- Lack of Recognition & Appreciation – Intelegent employees who put a lot into the company may feel undervalued or unappreciated and seek roles where their contributions are better acknowledged.
- Safety at Work - A poor approach to health and safety in the workplace may make staff feel at risk of injury or death and quickly move on.
- Mismatched Job Expectations – If the job and benefits do not align with what was promised during hiring, employees may feel misled and leave.
- Better Opportunities Elsewhere – Employees may simply leave for a role that offers better pay, work environment, or career progression.
- Personal Reasons – Family obligations, relocation, or health issues can also lead to resignation.
Poor management and lack of career growth are probably the top reasons employees resign. Fair, open and confidential communication with staff can work both ways staff may feel able to give you advance warning that they plan to leave allowing you time to recruit replacements. Poor communication may mean the first you know is when they fail to arrive for work.
Here are some further areas of research, that may help you with staff retention issues:
Staff Management Training
Staff Motivation
Staff Self Management
Staff Benefits
Staff Communication