Why Employees Quit (and 7 Steps to Retain Them)

Have you ever been caught off guard by a resignation? If so, you’ve probably asked yourself why, too. On the surface, things seemed fine. The soon-to-be-former employee was a top performer who rarely — if ever — voiced concerns.

  • “Why did they leave when things were going so well?”
  • “If they had problems here, why didn’t they say anything?”
  • “What does this resignation say about the organization?”
  • “Was there anything we could’ve done to prevent this?”

    This train of thought isn’t unreasonable, especially in the face of uncertainty. But as you look for answers, keep this insight from Harvard Business Review in mind:


    “In the frantic need to hire more people, the group we often forget to attend to are the folks who stay.… Think about what these people — the ones who are here, working for and with you — need now.”


    In this guide, we’ll first examine turnover and retention by digging into the top reasons employees quit or stay. Afterward, we’ll explore how routine communication, feedback and development helps create a satisfying workplace — one where even an employee with one foot out the door can step back.


    Download the Guide





    About our Sponsor, Paycom:

    Paycom provides transformative HR and payroll software for the entire employee life cycle. A single, easy-to-use software empowers employees to access, manage and update their own HR data — from benefits and PTO to direct deposit and everything in between — all under the same digital roof. The transfer of responsibility from HR to employee increases accuracy, security and compliance; improves the overall employee experience, thus boosting retention levels; and frees HR to focus on driving greater business value.