Why Good Employees Quit

Money, as the saying goes, makes the world go round. But it also may be what keeps professionals in place. According to research from Robert Half, chief financial officers said the top reason good employees quit is inadequate salary and benefits. Workers interviewed echoed this sentiment, most commonly citing poor compensation as the primary reason they would leave their jobs.

The two surveys were developed by Robert Half. The survey is based on interviews with more than 2,100 CFOs from a random sample of companies in more than 20 of the largest U.S. markets. The survey of workers includes responses from nearly 300 employees 18 years of age and older who work in an office environment in the U.S.

CFOs were asked, “Which one of the following is most likely to cause good employees to quit their jobs?” Similarly, workers were asked, “Which one of the following is most likely to cause you to quit your job?” Their responses:

“The stronger hiring climate today means employees who don’t feel well compensated may be more willing to look for a new, better-paying job,” says Robert Half Senior Executive Director Paul McDonald. “Managers should regularly benchmark salaries against those of other companies in their region and industry to ensure they are at or above market standards. While many factors contribute to turnover, competitive pay and benefits can be the difference when it comes to retaining skilled talent.”

McDonald cautioned, however, employers can’t rely on money alone. “Managers also need to focus on offering advancement opportunities and fostering a supportive workplace. Businesses lacking in these areas–or any of those that create a positive work experience–are likely to find a higher salary alone won’t keep talented professionals from leaving.”

Robert Half highlights five other mistakes managers need to avoid, as these can lead to employees quitting:

Absence of a career path: Without a defined career map, employees may not see an incentive to stay. To foster loyalty and commitment, show employees how they can grow with the company. Work with staff to identify potential advancement opportunities and the resources needed to pursue them.

Lack of training: Career development and training can help people feel more engaged and supported by the organization. A lack of skill-building tools and mentorship or continuing education opportunities could hinder your credit union’s efforts to keep and groom future leaders.

Failing to customize recognition: One size does not fit all when it comes to employee recognition. Every employee has different motivations and needs. Offer rewards and incentives that your staff will value and personalize them to the individual as much as possible. Also, make sure to say “thank you” for a job well done so employees know their contributions are valued.

Forgetting to listen: Employees may leave because they feel they do not have a voice in business matters. Maintain open communication and seek regular input from others. Listen to employees so they know they are heard and act on their good ideas.

Not tracking retention: If your company doesn’t measure its employee quit rates, and which managers are better at retaining staff than others, the situation likely won’t improve. Identifying managers who retain their best people–and those who don’t–can help the business understand what makes a good leader and provide coaching to those who are falling short.