- Employees overwhelmingly expect flexible options.
- Employees want to re-imagine how productivity is measured.
- Employees want to work with a diverse team.
- Integrity
- Leadership
- Likability
- Flexibility
- Coachability
Why employees might quit.
If you’re a manager who’s been worried about a mass exodus during the Great Resignation, you might try showing your employees a little appreciation to keep them from quitting.
That’s the takeaway from a new survey of over 1,000 full-time workers that examined why nearly half of them were considering leaving their jobs in the next six months.
The survey by PlanBeyond, a Seattle-based market research agency, indicated that feeling undervalued is a top reason for quitting across age and gender demographics.
Among all the reasons for quitting cited in the poll, it factored in by 22%. As a contrast, unfair compensation factored in by only 6%, and lack of professional growth—often seen as a top driver of workplace dissatisfaction—similarly factored in by 6%.
No appreciation: 21%
Bad supervisor: 18%
No freedom of expression: 16%
Bad colleagues: 11%
Being young: 10%
Boring work: 9%
No professional growth: 6%
Unfair compensation: 6%
Inflexible work arrangements: 3%
According to a CareerBuilder survey of over 3,600 workers, most people don’t want to be managers. Of the subset who are interested in rising to management, they make up slightly over one-third of organizations (34%). This slim percentage does not provide enough innate appetite from individual contributors to fill a company's need for aspiring managers.
Why is this? Companies have created a job called “manager,” which has a very poor reputation. And it makes sense. Here’s an everyday understanding of what a manager’s job is: You approve stuff, you remind people of the stuff they need to do that you need to approve, you tell people what to do, and then you tell them how they’re doing it wrong.