We all know the grass isn’t always greener over yonder, but under these circumstances, your employees are willing to hike to find out.

Underappreciation

Feeling undervalued and underappreciated is a leading reason why employees quit their jobs. Consistent appreciation is even more important for younger workers, of whom 8 in 10 would move on if they didn’t feel recognized by peers or leaders. Strategic employee recognition programs can help prevent turnover: check out our Guide to Employee Appreciation by Generation for ways to show meaningful appreciation to your employees.

Burnout

Employee burnout looks different than it has in the past, and it is on the rise amidst blurred office hours and pandemic fatigue. Leading causes of burnout historically include unfair compensation, unreasonable workload, and out-of-control overtime, while other factors include poor leadership, mismatched culture, and lack of connecting work to corporate goals. The sympathetic ear of an understanding peer can help employees suffering from burnout by empathizing with their plight, discussing and processing feelings and ideas, and helping discover solutions.

Mental Health

As you might imagine, mental health is a big concern in this anxious and uncertain world. Poor mental health impacts employee performance and, if not attended, sends employees heading for the hills. Check in with employees regularly, see how the work environment could be adjusted to improve mental health, and remind employees of available wellness options, such as an EAP.

Management Issues

A bad boss is often cited as the top reason employees quit—understandable when a direct-line manager impacts employee productivity, morale, engagement, advancement, and more. It’s no wonder management issues often spiral into other employee challenges, such as mental health and burnout. This can be a tough one to fix in the moment, but it reinforces the importance of evaluating soft skills (especially people-leading skills!) in a would-be manager.

Company Culture

Mismatched company culture affects an employee as much, if not more than, a bad boss. Both impact an employee’s day-to-day so that a poor fit is inescapably crushing. Many employees are willing to compromise salary for a culture that complements their core values, including leadership, communication, work-life balance, and professional development. Creating a favorable company culture is key to keeping employees happy and loyal.