Letters of resignation (in most cases) is not a letter that an employer wants to read. This article will explore the real and frank reasons people make the decision to resign from their employers.

Let’s list the top four reasons employees are leaving their employers.

Number One: Inadequate Pay and Motiviation

Pay, perks and benefits play a role in every job. If you are not paying a competitive package to your employees which includes incentives, commissions, bonuses and other attractive benefits it makes employees really consider ‘can I get paid more elsewhere?’

No matter how much people love their jobs, they need to be paid for the work they do to maintain their lifestyles.

A simple formula is as follows:



Number Two: Lack of Flexibility

Employees are ditching their 9-5 jobs, packing their bags and heading to Europe to work as freelancers from their laptops whilst sipping a iced coffee on a beach. Sure, this is the dream but it may not be for everyone and the reality of it is questionable.

Employees are being much more selective in their employment. If they are not entirely satisfied with the job, they are not compelled to say yes. They have no issue waiting until the ideal role becomes available.

Flexible working arrangements can have a great impact on the attractiveness of your organisation and the overall motivation, performance and productivity of all employees.

Number Three: Issues With The Boss

Whether you are speaking to the highest paid employee in the company or the newest recruit on base wage, if they clash with the boss, there is a fundamental problem. On average, we spend 1881 hours a year at work – so we need to enjoy the company of those we work with. If you find employees are constantly clashing with their superiors, the working relationship will not last.

Number Four: Lack of Career Progression

It was found that employees who feel they are progressing in their career are 20 percent more likely to stay at their companies in one year’s time. On the flip side, employees who don’t feel supported in their professional goals are three times more likely to be looking for a new job, according to the research.

The results of this study bring home the point that good leadership and a high-performance culture–one that values people as human beings–will time and time again reverse the attrition problem.

If execs and HR teams can align their employee-retention strategies to human-centered engagement efforts that focus on meeting the needs of people, and if they can create pathways for the personal and career growth of their employees, you can bet that you will witness happier, more productive work environments.