Why People Really Quit

Why People Really Quit  

Employee turnover is often influenced by a combination of organizational, managerial, and personal factors. Common reasons include:

1. Poor Management or Leadership – Employees frequently leave bosses, not companies. Lack of recognition, micromanagement, or unclear expectations can drive exits.

2. Limited Career Growth – When advancement opportunities, skill development, or promotions are scarce, employees seek growth elsewhere.

3. Inadequate Compensation & Benefits – Unsatisfactory pay, bonuses, or benefits can make employees feel undervalued.

4. Work-Life Imbalance – Excessive workload, inflexible schedules, or burnout lead employees to prioritize personal life.

5. Organizational Culture & Fit – A toxic culture, lack of support, or misalignment with personal values often prompts employees to resign.

6. Lack of Recognition & Engagement – Employees want to feel valued; the absence of feedback or acknowledgement decreases loyalty.

Research consistently shows that management practices and workplace culture are stronger predictors of turnover than salary alone.

References:

1. Cascio, W. F. (2014). Leveraging employer branding, performance management, and retention. Human Resource Management Review, 24(2), 142–156.

2. Hausknecht, J. P., Rodda, J., & Howard, M. J. (2009). Targeted employee retention: Performance-based and job-related differences in reported reasons for staying. Human Resource Management, 48(2), 269–288.

3. Buckingham, M., & Coffman, C. (1999). First, Break All the Rules: What the World’s Greatest Managers Do Differently. Simon & Schuster.