5 Reasons People Quit Their Job and the Solutions

3 min readJan 14, 2023

As an employee, we are always on alert. We do not want to be fired. However, we usually forget employers can be equally paranoid. They don’t want people to quit. A high attrition rate can be a nightmare for most organizations. Everyone who deals with resigning employees can attest to this fact.

So, today let’s talk about 5 reasons why people quit their job and what the solutions are.

1. Conflicting instructions

A lack of clear expectations can result in severe confusion in the workplace. Employees usually need to juggle multiple responsibilities, even if their role says they are in charge of just one.

A retail clerk’s job may seem straightforward. However, the duties include helping customers with the right product and keeping the stock neat and organized. What happens when there is a rush, and the employee needs to prioritize one duty over the other? Asking them to manage it all at once is not practical. It is also a vague instruction.

Most efficient leaders will communicate with team members to devise a solution. Setting clear goals also helps employees take action in urgent situations without them doubting their abilities.

2. Not utilizing talent

Leaders make this mistake when they fail to acknowledge a team member’s actual area of expertise. A person with excellent sales skills may not be the best fit for the role of quality trainer, and vice versa. During recruitment or promotions, focusing on these factors is crucial.

Failing to do this leads to job dissatisfaction. People feel their talents are being underutilized, and they leave for a place where their talents are appreciated.

Monitoring your teammates’ performance regularly and comparing them with their skillset can be a great way to tackle the issue. Try to look for opportunities within the company to help them reach their full potential.

3. Stressful work environment

The work environment plays a vital role in whether a team member decides to stay or quit. Good pay, esteemed designation, or lucrative benefits won’t amount to anything if a person feels mentally and emotionally drained after each workday.

A good indicator of a hostile work environment is when your teammates stop sharing their opinions. They are either scared of harsh criticism or know no one will pay attention to their suggestions, and both can be dangerous.

Create a healthy space by asking for everyone’s input. Once they share their ideas, go through them with an open mind. You will be surprised by the results.

4. Biased leadership

Recognizing the efforts of good employees is essential. However, there should not be any bias. This can be tricky because we can often be biased without being conscious of it.

To prevent this situation, leaders must assess good and bad performances. When undeserving members get the same benefits as the efficient ones, it sets a bad example. It shows there are no repercussions even when you don’t do your job. It also may seem unfair.

While there should be rewards and recognition for the overachievers, there should also be a performance improvement plan for the black sheep. It is a testament to impartial behavior from the management.

However, it does not mean berating someone for one bout of the below-average performance. Here you need to differentiate between people who are trying their best and those who are just lazy.

5. Too many rules and regulations

Nothing can dampen the excitement of an efficient employee, teeming with ideas than restrictions of red tape. Too many formalities and constraints before the smallest of actions can be demotivating.

Rules and regulations are necessary to ensure everyone is on the same page. However, they should not limit the members at every step. They are all responsible adults who have been hired based on merit. The limitations can make them feel you are not trusting them to do their job.

Looking at the existing protocols can be an excellent way to fix this issue. Review which rules are there to micromanage people and which are genuinely required.

Doing everything right will not prevent all employees from leaving. Some will still quit. However, the rate of attrition is usually much lower, where leaders actively prioritize the well-being of their teammates.

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