Skilled employees become frustrated when they do not receive recognition, appreciation, or proper evaluation even after working for a long time. Similarly, placing excessive work pressure on good employees and a culture of ‘the reward for good work is more work’—can also influence their resignation.

Lack of opportunities for career advancement and the possibility of learning something new is also a major reason skilled employees leave an organization. If there are no clear promotion opportunities, they may look for their prospects at another organization.

In addition, excessive interference by managers, distrust toward employees, public humiliation, office politics, and a negative work environment discourage skilled employees. Many also decide to change jobs when excessive work pressure disrupts their work-life balance.

Favoritism instead of merit-based evaluation, and pay and benefits lower than market rates, can also be reasons employees leave an organization. Therefore, it is important not to view losing skilled employees merely as a staffing crisis, but as an opportunity to learn from their decision about the organization’s management and work environment.

Source: New Straits Times and Gallup.com