What are the most common causes of high employee turnover in your organization?

2 Poor communication and collaboration

Another common cause of high employee turnover is the poor communication and collaboration within and across teams and departments. Employees want to have clear and consistent communication with their managers and colleagues about their roles, responsibilities, expectations, and goals. They also want to have opportunities to collaborate with others and share their ideas, opinions, and expertise. When employees feel isolated, confused, or frustrated by the lack of communication and collaboration, they may experience lower levels of trust, commitment, and satisfaction. Administrative managers can prevent this by improving the communication and collaboration in their organization. They can do this by establishing and communicating clear and realistic expectations, providing regular updates and feedback, facilitating teamwork and cooperation, and encouraging open and honest dialogue.

3 Limited growth and development opportunities

Another common cause of high employee turnover is the limited growth and development opportunities for employees. Employees want to have opportunities to learn new skills, expand their knowledge, and advance their careers. They also want to have challenging and meaningful work that aligns with their interests, values, and aspirations. When employees feel stagnant, bored, or unfulfilled by their work, they may seek other opportunities that offer more growth and development potential. Administrative managers can prevent this by providing growth and development opportunities for their employees. They can do this by identifying and supporting their employees' strengths, interests, and goals, offering training and mentoring programs, creating career paths and succession plans, and assigning diverse and stimulating projects.

4 Inadequate compensation and benefits

Another common cause of high employee turnover is the inadequate compensation and benefits for employees. Employees want to receive fair and competitive compensation and benefits that reflect their skills, experience, and performance. They also want to have flexible and supportive work arrangements that allow them to balance their personal and professional lives. When employees feel underpaid, overworked, or unsupported by their compensation and benefits, they may look for other employers that offer better rewards and incentives. Administrative managers can prevent this by ensuring that their compensation and benefits are adequate and attractive for their employees. They can do this by conducting market research and benchmarking, reviewing and adjusting their pay and benefit policies, offering performance-based bonuses and incentives, and providing work-life balance options and wellness programs.

5 Mismatched organizational culture and values

Another common cause of high employee turnover is the mismatched organizational culture and values between employees and employers. Employees want to work for an organization that has a positive, inclusive, and ethical culture that matches their own values and beliefs. They also want to have a sense of purpose, belonging, and alignment with the organization's vision, mission, and goals. When employees feel disconnected, alienated, or conflicted by the organizational culture and values, they may lose their sense of identity, engagement, and loyalty. Administrative managers can prevent this by ensuring that their organizational culture and values are compatible and consistent with their employees. They can do this by defining and communicating their organizational culture and values, hiring and retaining employees who fit and share their culture and values, promoting diversity and inclusion , and fostering a sense of community and social responsibility.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?