One of the greatest challenges facing employers today is finding and keeping good employees. But how do you maintain a stable workforce in an unstable workplace? Developing a stable workforce involves a two-step process: understanding why employees leave in the first place, and implementing strategies to get them to stay.

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Five main reasons why employees leave

1. “It doesn’t feel good around here.” This can include any number of issues having to do with the corporate culture and the physical working environment.

2. “They wouldn’t miss me if I were gone.” Many people don’t feel personally valued. When people don’t feel engaged or appreciated, all the money in the world can’t hold them.

3. “I don’t get the support I need to get my job done.” People want to do a good job; they want to excel. At the same time, most feel as though their boss won’t let them do a good job. When frustrations exceed the employee’s threshold, they leave.

4. Lack of opportunity for advancement. Advancement doesn’t necessarily mean promotion. More often, it means personal and professional growth. People want to be better tomorrow than they are today.
   
   Personal growth constitutes a very strong driver in today’s workforce, particularly with the younger generation. People coming out of college often identify training as the primary criterion for choosing their first company. Companies that gutted their training departments have a lot of catching up to do in order to attract good people.
   

5. Inadequate compensation. People want fair compensation, but – contrary to most managers’ beliefs – money rarely comes first when deciding whether to stay or go. A certain percentage of people will always chase more income, but the majority of workers look at non-monetary reasons first.

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