Employee turnover is expensive. Estimates show that, on average, it costs 33% of an employee's salary to replace them. Aside from the financial cost of replacing a team member, an employee's departure can negatively impact the morale of their fellow colleagues, lowering productivity.

Given the high cost of attracting, hiring, and training employees, it pays to keep employee retention strategies top of mind. Are you struggling to keep your best employees? Here are 10 common reasons why people leave jobs, with tips on how to reduce turnover.

Top reasons why people leave their jobs

1. Employees feel underappreciated and undervalued

Employees want to know their contributions are valued. Appreciation doesn't have to come in the form of awards or financial incentives; it can be as simple as communicating in your employees' workplace love languages, whether that's  verbal recognition or providing positive feedback.

2. Lack of communication around compensation

Fair compensation is a key factor in reducing turnover, but it's equally important to be transparent about salary raises, and to provide a rationale if a salary increase is denied. If employees are provided with clear communication and transparency around compensation, they'll be less inclined to jump ship.

3. A desire for more flexibility

After months - or years - of working remotely during the pandemic, many employees want the flexibility of a hybrid schedule. That's at odds with the corporate desire to bring workers back into the office.

Instead of strictly mandating a return to the office, create rewards and opportunities for in-office time. (Think: Mentoring, recognition for voluntary participation in social activities, and giving managers greater discretion in advancement or compensation.)  

4. Middle management burnout

Middle managers are stuck enforcing policies dictated by leadership while demanding more from thinly stretched teams. It's an often thankless position.  When work-life balance erodes for middle managers, they're more likely to consider a switch to individual contributor roles. Leaders need to show these managers appreciation to keep them engaged and on board.

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