The 7 Hidden Reasons Employees Leave | Leigh Branham

Summary of: The 7 Hidden Reasons Employees Leave: How to Recognize the Subtle Signs and Act Before It’s Too Late
By: Leigh Branham


Dive into the summary of ‘The 7 Hidden Reasons Employees Leave’ by Leigh Branham to uncover the real reasons behind employee turnover and learn how to address the underlying issues before it’s too late. This comprehensive guide explores the significance of employee disengagement and misalignment with the workplace, organizational culture, and job expectations. Gain valuable insights into the seven primary reasons why employees leave their jobs, and understand the importance of improving trust, hope, competence, and feeling valued within your workforce. Discover managerial practices that can facilitate employee retention and create an engaging work environment that fosters long-term commitment.

Understanding Employee Disengagement

Employees often leave their positions due to disengagement rather than career advancement or better compensation, which are just comfortable reasons to cite. The primary reasons for leaving are known, and they usually result from the same work problems that are voiced daily. Exit interviews are ineffective as employees are already disengaged and heading for something new, making it difficult to get details or interest managers in the problems. Managers need to remedy this by prioritizing employee engagement to prevent further disengagement. Employee disengagement results in disengaged customers and loss of employees. Ultimately, the need for managers to engage and re-engage employees is urgent, and the daily opportunity to do so is present.

Seven Reasons Why People Quit Their Jobs

The book talks about the seven primary reasons why people decide to quit their jobs. The first reason is that the job or the workplace may not match the employee’s expectations. The second reason is the mismatch between the job and the person, which leads to boredom and misery. The third reason is the lack of feedback and coaching, which makes the employees feel neglected and unsupported. The fourth reason is the lack of growth and advancement opportunities, which leads to feeling stuck. The fifth reason is feeling undervalued and unrecognized, causing the employees to lose motivation. The sixth reason is work-life imbalance and work-related stress. The last reason is the employees’ loss of trust and confidence in senior leaders, making them feel unsupported and ignored. The book emphasizes the importance of addressing these seven reasons to build a healthy work environment and retain talent.

The Real Reasons Why Employees Quit

Employee turnover is a common issue that employers encounter, and it’s crucial for managers to identify, address, and resolve it before it’s too late. Many employees leave their jobs because their basic needs for trust, hope, competence, and value are not being met. A significant event, such as being passed over for a promotion, or a seemingly negligible act, such as not being offered a cup of coffee and doughnut, can be the final straw that makes the employee disengage and start considering other job opportunities. Disengagement leads to a decrease in dedication and productivity, and the employee may leave eventually. As a manager, it’s essential to recognize the signs of disengagement and re-engage the employee before it’s too late. Eligibility to do the job based on trainable skills is not enough as suitability to do the job based on personality factors and natural talent is also essential. Being honest with candidates during the hiring process is crucial because if candidates are lost because of the truth about the job or workplace, they would have left shortly after employment.

Signs of Employee Disconnection

This book explains how to recognize the signs of an employee feeling disconnected with their job and company. Signs include tardiness, declining productivity, complaints, missed deadlines, stress, and disliking their supervisor. Other indications include a lack of suggestions, understanding of their work’s importance, personality changes, and applying for other jobs. By identifying these signals, employers can work to improve communication and provide employees with the necessary tools to improve job satisfaction and engagement.

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