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The Top 8 Reasons Employees Leave Their Jobs & How You Can Work To Minimize Them Pt. 01

The strongest corporate cultures keep employees engaged, happy, and motivated to come to work at their best every day.

Today we begin our dive into the top reasons employees consider seeking out new employment, and how we can help you to avoid that through both your internal rewards program, and non-reward corporate culture initiatives.

1. They don’t have a strong relationship with their boss

Your relationship with your boss directly affects much of your day-to-day at work, and while an employee certainly doesn’t need to be friends with their direct report, there does need to be consideration for the relationship.

No-Cost Solution: Fostering a trusting and transparent relationship with your employees.

Be sure to balance positive feedback with criticisms and learn how your employees best communicate and learn. Creating transparency in the relationship including: empowering your employees to support you in the areas you need or lack yourself; how their contributions will impact the overall success of the team or company; and owning up to and talking through mistakes will all go a long way to ensure a positive long-term working relationship at no cost to your bottom line.

Low-Cost Solution: Encourage your managers to regularly engage in recognition interactions with their direct reports. Consider smaller points drops more frequently in your point-based program, or make the points drops for big achievements substantial enough to inspire their teams to reach higher by showing how deeply valued their contributions are.

2. They don’t have strong relationships with their coworkers

Employees are sited to be much happier when they have a “work bestie” they can trust, rely on, and connect with meaningfully.

Low-Cost Solution: Developing activities, events, or off-site meet ups can be a low-budget way of allowing your teams to connect more meaningfully with one another and develop stronger bonds. The more bonded your team, the more they will support and encourage one another, making it harder to walk away from a workplace.

No-Cost Solution: Our points-based recognition program MyReward offers a wide selection of eCards for any occasion (or just because!). Encourage your employees to send one another eCards for the special moments in their personal lives outside of work including birthdays, marriages, activity goals and more.

No-Cost Solution #2: Create a channel in your team Slack, Microsoft Teams, or other internal messaging program for peer-to-peer recognition at any time!  Encourage your people to give one another praise often so the whole team can see it!

3. They are bored and unchallenged by the work they are doing

Employees want to feel excited, inspired, and adequately challenged by the work that they do – after all, much of their weeks are centered around being on the job.

No-Cost Solution: Noticing that an employee is disengaging? Time to find a project or initiative for them to become passionate about to work on that also contributes positively to your business’ goals.

Engaged employees are happy employees, and while this may take a little creative problem solving, it is another no-cost retention solution.

4. They don’t have opportunities to use their skills and abilities

Using our skills and abilities on the job lends us all a sense of pride and accomplishment in our work, it also fosters more self-confidence.

No-Cost Solution: If an employee doesn’t see space for them to grow or develop their skills on the job they will not be keen to stay – instead they will seek out a workplace where they can expand and develop.

By holding meetings with your team members to learn about their dreams, hopes, and desires for their careers you can find more impactful ways to help them get there. This can look like: furthering education allowances, pilot-projects, mentoring and more. Consider adding something like this to your corporate culture!

Looking for more? You can find the next four reasons employees consider leaving their jobs in Part 2, here!