Why do employees leave their organization

7 reasons why employees leave a company

The termination of an employment relationship by employees can usually be traced back to several factors. In addition to external factors such as moving to another city or the desire to look after the children full-time, it is almost always the current personal values ​​and needs that are not met in the company and that ultimately favor the decision to quit. These inner factors can be traced back to a total of 7 reasons and explain why employees in companies do not (no longer) feel they belong.

1. Maximum uncertainty

Employees who have a great need for cohesion and security need routines and continuity. Firmly established work processes give them stability.

A familiar and safe working atmosphere triggers pride in these people to work for the company. They are ready to put their own needs aside and to act self-sacrificingly in the interests of the company. However, when they perceive that there is a culture of interchangeability, their loyalty drops. For some people, being interchangeable and thus feeling no job security is an absolute reason to leave a company.

2. No scope for control

Some people are characterized by the ability to be particularly decisive and ambitious. You want to tackle, control and advance things. Often they have a pronounced charisma and the need to attain fame and honor. If these people are not given or even withdrawn from the scope for control, the company will not give them the strength that can otherwise be drawn from working for them. If words are spoken but cannot be followed by action, then these people feel in the wrong place and leave the company.

3. Chaos prevailing

Companies are systems that give their employees more or less structure. Some people have a great need to feel this structure, to follow it and also to protect it from possible break-ins. If accuracy, organization, order and discipline are very important to employees, but inaccuracy, chaos, disorder and sloppiness prevail in the company, these people cannot live out their values ​​or even feel weakened in their deepest convictions. That saps energy and ultimately leads to the termination of the employment relationship.

4. Lack of opportunity for success

To develop further, to be successful and to take the path to the next step on the career ladder in a self-determined way is what drives many people. They love challenges and competitions, like to compete and are keen to experiment. Companies in which these people experience that their performance is not valued by their superiors - also with regard to material remuneration - lose their bond with the company. It drains them of strength to give up their autonomy and postpone personal growth. In the long term, this company is not the right place for these people to develop.

5. Lack of harmony

Some companies have an elbow culture. Employees measure themselves against each other, strive to be better than their colleagues and literally vie for the attention of their superiors. Employees who have a great need for harmony, togetherness, fairness and humanity will quickly find themselves in a shark tank. Instead of feeling part of a community, they realize that this is where competition counts. They perceive that things, processes and decisions come before people - a work environment in which they do not like to be.

6. No place for visions

Some people are bursting with new ideas and great visions. You have new ideas on how processes can be optimized and new directions taken. If these ideas fall on deaf ears, then some of their inner fire for the company goes out for these people. If they are denied the possibility of analytical thinking and creativity, the innermost values ​​and needs of these people cannot be met. Before the flame goes out completely, these people prefer to hand in their notice of termination early on.

7. Poor sustainability

Some companies focus on short-term success and quick fixes. In a working atmosphere like this, people who deal with social and ecological issues do not feel that they belong for long. They are selfless, think holistically and often strive for material minimalism. If the company's actions contradict these values ​​and endanger the security of the life of future generations, the notice of termination can quickly be found on the manager's desk.

Employees often quit because they cannot live out their personal values ​​and needs in the company. This shows how relevant the consideration of internal termination factors should be!

Resignations are indeed annoying for companies and employees - especially when financial and time resources have been lost. Above all, dismissals of this kind are avoidable. To reduce layoffs for these reasons, here are 3 tips:

• Record at management level which values ​​your company should stand for. Make sure your company culture follows these values ​​on a regular basis.
• Determine the values ​​and needs of the applicants during the recruiting process and compare them with the values ​​of your company.
• Make sure that with change processes already firmly established employees do not miss out on the fulfillment of their values ​​and needs.

3 responses to "7 reasons why employees leave a company"

  1. How true. Very informative and well-written article. May the executives understand this better AND implement it, especially in the new era

  2. I think another important point is the topic of appreciation on the part of management.
    Sure, you can't always be best buddies with the boss. But I find it very beneficial when the boss lets me, as an employee, understand that it is good and important that I am part of the company.

  3. Hello Friedbert,

    that was really a long time ago!
    But still unmistakably “just the old one” from the text.

    The professional interpreting business (which has otherwise kept me busy for more than 25 years) is almost "flat" everywhere because of Covid: No court appointments, no conferences, no European works council meetings.
    Two weeks ago, I simply took the opportunity suddenly offered to me to hold the DISC basic seminar in a slimmed-down form. ... And I enjoyed it! (Maxi learning effects, old memories in the head and afterwards trilingual review and processing included!)

    Then I thought I might as well take part in a coaching day again.
    Then I found out that I have a dentist appointment on June 23rd until around 11.30 am, which has been fixed for a long time and cannot be canceled.
    And on June 24th. I have to leave at 12 noon for my first 2-day conference, which is supported (interpreting) from a hub (second assignment since March 4th).
    I am telling all of this because my suggestion is that I should start at noon on June 23 and on June 24. could and would like to participate until noon
    (and then gladly for a price of 49 euros).

    Can this find universal approval (with Persolog); then I would like the times a.s.a.p. block accordingly and want to instruct the dough accordingly.

    P.S .: I will probably see you next Thursday evening, when I registered for a completely different kind of advanced training course at 7 p.m.
    "Prethanatological Reflections"
    - Oh no, the title was different ...

    I hear / read from you.

    Ulli from Kleve