Why Do Workers Quit?
In 2024, enterprise companies continue to deal with the challenge of retaining their employees.
Following the Great Resignation of 2021 and the Great Attrition of 2022, many businesses across the United States still face significant hurdles when it comes to hiring and then holding onto a key resource - their people.
This isn't simply a slow burn following the years living with COVID. There have been some fundamental shifts. Employee expectations and goals have evolved and employers have to keep up with those changes.
We looked more deeply into the reasons for these changes and reported our findings in our recent white paper, Improving Employee Engagement to Drive Retention and Performance. This research can help decision makers and business leaders better understand the nuances and details of this complex problem.
Here are some of the key takeaways:
Employee Engagement
Time to start or overhaul an engagement strategy? Capitalize on Employee Engagement Opportunities.
Shifting job expectations
For the incoming Gen Z and Millennial labor force, expectations around job satisfaction and work-life balance differ from those of their older co-workers. The combination of burnout, absence of meaningful connections, and a perceived lack of opportunities is increasingly causing employees to feel disengaged from their work.
Industrial psychologists talk about the physical, mental, and social aspects that take a toll on employees. As a result of these stressors, churn and retention plague the job market and employers are searching for solutions to make their teams feel happy, useful, and engaged.
A recent study by PwC shows that employees don’t quit simply because their work is hard or overly taxing. Instead, employees become disengaged and leave because employers don’t balance those expectations with the support and resources that bring meaning and fulfillment to the jobs they do.
Improving the employee experience
Employees “quietly quit” (do no more than the bare minimum required at work) or leave their jobs for many different reasons. For any company dealing with an increasingly disenfranchised and disengaged workforce, finding an effective remedy can be challenging.
This problem also results in billions of dollars of lost revenue every year. And yet, solutions exist to improve employee engagement levels and provide the sense of support and connection that workers seek. One thing is certain: tools and systems that produce a more engaged workforce also generate a host of additional benefits for both the employee and the employer.
Leadership needs to be committed to finding solutions that strike a balance between the demands of the job and the kind of personalized support employees are looking for. Using a system that serves as a critical touch point for all members of the team is a great place to start.
LumApps is an intranet platform that does more than just help you communicate with your people in the office, across the country or around the world. It is also an employee experience tool delivering meaningful communication and human resource solutions to your staff wherever they may be.
A Gartner Magic Quadrant Leader, our application is designed to deliver meaningful employee experience solutions that make a difference to how your people interact and connect with one another. We don't just support an enterprise workforce, we help build a healthy work culture.
Employee Engagement
Time to start or overhaul an engagement strategy? Capitalize on Employee Engagement Opportunities.
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