5 reasons why people leave your team

In 2018, in Russian companies, staff turnover, depending on the industry, ranged from 8 to 48 percent. The cost of dismissing an employee, according to the most optimistic estimates, costs the employer 30 thousand rubles. Or, if we are talking about a high-class professional, at least 33% of his annual earnings. And these figures do not include the costs of finding and training a new employee, which can go up to several hundred thousand rubles.

However, the financial implications are only one side of the problem. Any manager is more comfortable working with a stable and reliable team, rather than looking for replacements and trying to work with newcomers. But how can this be achieved?

TINYpulse, an HR research company, surveyed 25,000 people around the world. And she identified five main reasons why people quit.

1. Weak management

At work, a person must understand what is his responsibility and what is not, how the salary is formed, what bonuses or fines are assigned for, what prospects he has for growth. It is the manager's job to explain all of this. He also sets goals and helps to cope with questions and problems. Employees who rate the performance of their supervisor, manager, or supervisor poorly are four times more likely to look for a new job than those who are doing well.

The ability to establish contact with subordinates, to be open to criticism, wishes and suggestions is also very important.

Employees who are afraid to contact their manager or team leader to ask a question, complain, suggest something, or express dissatisfaction stay with the company 16% less often.

2. Lack of recognition and approval

24% of respondents are looking for a new job because they were not rated for a job well done in the current job. 34% are going to leave because they systematically do not feel significant and believe that they are not praised or encouraged.

Researchers think this trend should lead to a search for empathic leaders who will not ignore the merits of their team. People need feedback - not just criticism, but praise as well.

Michael C. Bush, head of HR management consultancy Great Place to Work, says the same in a special TED project: "People need to be appreciated, to be considered, and listened to their ideas."

3. Processing

Employees who believe their work and personal life are in balance are 10% more likely to stay with the company than those who think otherwise.

No one wants their life to turn into groundhog day - sleep-work-home.

A person needs to rest, devote time to his hobbies and self-education, spend time with family and friends. In addition, overwork, lack of time for personal affairs and other imbalances between life and work reduce labor productivity and lead to emotional burnout, from which 72% of Russians suffer.

4. Unhealthy corporate culture and lack of mission

The probability of dismissal of people dissatisfied with the internal relations between employees is 24% higher. And those who do not feel respect from their colleagues leave 26% more often than employees who do not face such difficulties. Gossip, intrigue, tough and unhealthy competition, biased boss - all this causes stress and desire to change jobs.

Human resources expert Michael C. Bush says the same thing. He considers honesty and equality to be one of the principles of retention of employees in the team. People should feel that everyone is treated equally, regardless of position, age, gender, nationality.

In addition, according to the study, it is very important for people that the company they work for has a mission. No, not just "make more money." And "to create a comfortable everyday life for people" - like IKEA. Or “make information available to everyone” - like Google.

If a person is not faced with the question of survival, he wants not only to work for money, but to be involved in something big and important.

The TINYpulse survey found that employees who clearly see the company's mission and share it are 27% more likely to stay on the team.

Plus, the mission is what can make an ordinary company stand out. So says the motivational speaker and author of business literature Simon Sinek. “People don't buy what you do, but why you do it,” he says in his TED talk.

5. Lack of career prospects

Employees who do not see any career opportunities change jobs three times more often than those who feel there is growth. The desire for a higher position is not only related to money. It combines many other human needs: recognition, respect for colleagues, the ability to be heard and influence the work of the company.

In addition, it is a kind of victory over oneself, a way to show oneself that he has become better, a criterion for evaluating oneself as an employee and a professional. That is why at least a hypothetical opportunity to get a promotion is so important for a person. And in a company that provides this opportunity, people work more willingly.