“Bye, Felicia!” Top 10 Good Reasons for Leaving a Job | DCR Workforce Blog

“Bye, Felicia!” Top 10 Good Reasons for Leaving a Job

Let’s face it, sometimes employers are clueless as to why people REALLY leave a company and that’s true whether they leave on good or on bad terms. Smart employees don’t want to burn any bridges, so they’ll often cover up the reason why they’re leaving. After all, they may still need a reference years down the road. Yet there are often good reasons for leaving a job.

Dear Boss, I Quit!

While the message may not be that blunt, that’s sometimes how employees feel. The decent ones will give the obligatory two weeks’ notice, even though for most senior-level jobs or specialized skills there’s no way to really find a replacement, interview them, go through all the testing, hire and onboard a new employee in two weeks. But, still, courtesy counts and employers can sometimes figure out the reasons for quitting a job from the two-week notice.

Top 10 reasons to leave a job and say, “Bye, Felicia”

Let’s just get straight to it. Here are the Top 10 list of reasons employees quit:

  1. Boss – Um, sorry to break the news to you, but Yes, Virginia, you may be the cause of someone terminating themselves. Oh, I know some supervisors will never admit it, but I would venture to guess that often a mismatched chemistry is really the case. After all, if employees and their supervisor are always butting heads, something’s gotta give, whether the boss fires the employee or the employee says bye to the boss.
  2. Time – Yep, it’s true…employees need a life of their own. If they’re overworked, not to mention underpaid, they’re going to look for something else. Work-life balance is not something employers should just talk about. Yes, we all can give a “little extra” here and there. But if a person is salaried and they’re continually working 60-hour weeks or more, there’s an issue.
  3. Bored – The flip side of the “time” issue is boredom. If employees don’t feel challenged and they’re bored with their work, they will be looking elsewhere. When you figure we spend one-third of our lives working, it’s nice to know it’s not mind-numbingly boring.
  4. Relationships – Again with the people problem. So sometimes it’s not just the boss who bugs. Co-workers are a crucial part of the workday. So if employees don’t connect with anyone, or worse, if they actually have a real issue with one or more, it’s best to deal with it, rather than let it fester.
  5. Opportunities – Many people went to college and then ended up in jobs that weren’t exactly in line with what they went to school and paid for. So there are times when they just find a better fit and there’s nothing you can do about it.
  6. Contributions – Employees want to feel like they’re making a contribution. But if the only thing they hear about is a task list or the areas for improvement, they don’t know how they’re affecting the organization overall. Managers should clue people in on how employees are contributing to growth and success.
  7. Meaningfulness – If social work paid better, I know a handful of people who would leave today to go bless the world. However, employees can do meaningful work and contribute to something bigger than themselves, even if that is just being allowed to go do volunteer work once in a while.
  8. Stability – The organization needs to have financial stability. Signs of instability include lack of sales, mass layoffs or reduced hours, salary freezes, bad press or competitors taking away business. No one wants to work for the losing team!
  9. Culture – Fitting in is important. If someone needs structure, but your policy is open it’s not a good fit. Ditto if someone needs flexibility, but your office requires rigid hours. There are many things that make up the company culture and it won’t always be a 100% fit, but a good rule is 80/20 for success ratio.
  10. Recognition – This is the low-man on the totem pole. Surveys say this is not as big of a concern as previously thought when looking at why employees quit a job. But a total lack of recognition or a boss taking credit for employees’ ideas will surely be a turn-off and cause employees to look elsewhere.

Have you taken a good look at these factors? Or do you have corporate blinders on? If you’re trying to reduce employee turnover at all, it’s better to take a good, hard look at your supervisors, culture and financial stability as well as opportunities for advancement and other factors, or you’ll be hearing more employees saying: Bye, Felicia!

These are just a few good reasons for leaving a job. For what other reasons do employees say “Bye, Felicia!?”

The content on this blog is for informational purposes only and cannot be construed as specific legal advice or as a substitute for competent legal advice. They reflect the opinions of DCR Workforce and may not reflect the opinions of any individual attorney. Do contact an attorney for advice specific to your issue or problem.
Shelley has been a published writer since 6th grade. She loves the creative process, and writes so much that it looks like her keyboard is on fire. She’s developed copy for Fortune 500 companies and won numerous advertising and marketing awards.