I have being an employee and a supervisor, throughout my nursing career. I remember that I always had plenty of people to staff the shifts and stay overtime when needed.

But it was not the case when I was a staff nurse. At that time we would frequently have employees quit and most of the time people don’t like to take over time according to who was asking them to work. In this society, this is the sad reality of the work environment.

The poor relationships with their supervisors or managers where they feel undervalued and overworked are the main reason for many people to leave their jobs. The way a manager or a supervisor deal can make all the difference on employees.

Top Reasons Why Good Employees Quit Their Jobs

1 Not Feeling Connection

Every person loves to have a long connection in their lives. The average time a person spends at work makes sense for them to desire some connection with their “work family.” You need to create a connection with other people who are working with.

2 Feeling Devalued

Most of the time, employees and managers think that “everyone is replaceable.” When employees know that they do something to the company that no one else do, there’s a big part of feeling valued occurs. You can increase productivity and longevity by acknowledging what each of your employees brings to the workplace.

3 High Expectations, Low Clarity

Teach your employees about the end goal when you are looking for a particular outcome with a project. They will work their best when you communicate clearly with them.

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4 Self Importance

You should appreciate your employees, clients, co-workers, and even executives. Managers who provide balanced rapport can have candid conversations, fix problems while they are still small, and have working relationships with employees.

5 Not Feeling Valued

This is not going to work for all the employees. If you act in fear, it does not bring the same work ethic, commitment, and passion that wanting to do good work for your manager brings. Reward your employees for their accomplishments to truly make employees feel valued. You can go a long way when you find small ways to acknowledge and reward employees for hard work.

6 The Cold Disconnected Boss

You’ll act in the same way if all you ever had cold, distant bosses. Even though the rationale here is logical, it is misguided. As hierarchy implies, if you have some degree of fear or concern towards your manager, it can keep employees in line. You can have a great difference by building rapport with your team and peers.

7 Poorly Performing Coworkers

There are at least one poorly performing coworkers in every workplace. It can create connection and loyalty by having realistic expectations for all employees. It is really challenging to work with someone who is consistently not doing their part, whether you are a manager or an employee. So, the best thing to do is hiring the right person for the job and the work atmosphere.

8 Lack Of Acknowledgement

Give all employees with bonuses and incentives. It can create animosity and turnover when a poorly performing employee is rewarded more than a hard-working employee.

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9 Lack Of Compassion

You don’t talk about your problems with a stranger or a standoffish manager that only asks for status updates. It can go a long way towards retention by creating a level of trust to confidently ask questions, raise issues before their fires, or bring up non-work issues that affect their work.

Treat your employees very carefully if you want your best employees to stay. Your longtime employees are an asset to your company and they may be resilient. If you don’t treat them properly, they will take their skills and work ethic to somewhere else. Make them eager to work for you and your company and treat them properly.