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Are you wondering why your good employees quit despite your best efforts? Well, you’re not alone. According to, 96% of workers are considering changing jobs in 2023. That’s a vast number, and it should give you pause. Furthermore, quiet quitting has become quite popular among employees.

Losing top performers is frustrating and expensive, as you have to invest time and resources into finding their replacements. But have you ever thought about why your best employees are leaving? If you want to keep your team intact and thriving, it’s crucial to understand the reasons behind employee departures.

In this guide, we’ll dive into the top reasons why good employees quit their jobs. From underestimating employee capabilities to not offering fair compensation, we’ll cover it all. So whether you’re a small business owner, a manager at a large corporation, this guide is for you. So let’s dive into why your best employees might be slipping away.


Key takeaways on why your good employees are leaving:

Discover the hidden reasons why your top talent is slipping away. Don’t let a good employee leave for better opportunities without understanding what’s driving them away.

  1. Underestimating an employee’s capabilities or not providing growth opportunities 
  2. Not giving pay increments
  3. Calling out or humiliating employees in front of their peers
  4. Not celebrating staff accomplishments 
  5. Ignoring employee mental well-being
  6. Not providing flexibility in the workplace
  7. Disregarding employee concerns
  8. Failing to provide proper training 
  9. Delaying paychecks


1. Underestimating employee capabilities

One of the top reasons why good employees leave is when they feel their capabilities are underestimated. They need to be given growth opportunities. Imagine being stuck in a job where you feel undervalued, with no path to advancement.

Sometimes, employers set their employees up for failure by not providing them with opportunities for growth. Employees may feel like they’re not being challenged enough, leading to a lack of fulfillment and, eventually, a desire to seek out new opportunities. Remember, your employees are your most valuable asset, and investing in their development is crucial not just for their growth but also for your company’s success.


2. Not giving pay increments

It’s no secret that money talks and compensation is a significant factor in employee satisfaction. One of the top reasons why good employees quit is a need for more pay. If you’re not providing fair compensation for your employees, they may feel undervalued, leading to dissatisfaction and, eventually, the decision to look for other job opportunities that offer better pay. Even if you feel that your current pay structure is fair, it’s essential to keep in mind that your employees may be comparing their pay to industry standards and expectations.

Compensation is not just about salary but also includes other benefits such as bonuses, health insurance, retirement plans, and other perks. Remember, your reputation for fair and competitive compensation can help you stand out from other employers and attract the best candidates. Moreover, offering competitive salary package and benefits is one of the main retention strategies you can implement to keep your top performers. 


3. Calling employees out

We all make mistakes, but sometimes calling out an employee in front of their colleagues can be a real bummer for everyone involved. Instead of publicly shaming employees, try taking a more constructive approach. When you have a problem with an employee’s performance, try having a private conversation with them. This way, you can provide specific feedback and suggestions for improvement without causing embarrassment or damaging their morale.


4. Not celebrating accomplishments

One of the most common reasons good employees quit is that they don’t feel appreciated for their hard work. It’s easy to get involved in the day-to-day tasks and forget to celebrate your staff’s achievements, but taking the time to acknowledge their efforts can go a long way. Recognizing contributions of employees can boost motivation and job satisfaction, leading to increased productivity and loyalty. So, the next time you notice an employee going above and beyond, take a moment to celebrate their efforts. 


5. Ignoring employee well-being

Like other points, it’s also  important to remember that employees’ mental health is just as important as their physical health. Giving them opportunities to take a break and recharge can boost their productivity and job satisfaction. However, some employers refuse to acknowledge the significance of mental health breaks. Doing so can inadvertently create a culture of overwork and burnout, leading to employee turnover and decreased productivity.

Encouraging your employees to take mental health breaks can be as simple as giving them permission to take a walk outside, practice meditation or even take a day off to unwind. This shows them that you care about their well-being and creates a positive work environment. 


6. Not providing work flexibility

Flexibility is crucial in retaining good employees. We all have different lifestyles and commitments outside of work, and by being accommodating to our employees’ needs, we can create a positive and supportive work culture. However, some employers can be rigid and inflexible in their expectations, which can lead to frustration.

Employees who feel trapped in a rigid work schedule can struggle with work-life balance, which can lead to burnout and decreased job satisfaction. Remember, flexibility doesn’t mean sacrificing productivity or quality of work. You can explore different work options like flexible timings, remote work or hybrid model that suit your company best.


7. Disregarding employee concerns

One of the most critical factors in retaining good employees is showing them that you value their opinions and concerns. If an employer consistently dismisses employees’ concerns, it can  make employees feel unimportant. Which leads to decreased motivation, lower job satisfaction, and, ultimately, employees switching jobs. As a good employer, it’s essential to create a culture of open communication where employees feel comfortable sharing their thoughts and concerns. Take the time to listen to your employees, and when they bring up issues or concerns, take them seriously and work together to find solutions.


8. Lack of training

What’s worse than hiring someone and training them to leave? 

Not training them and keeping them. 

Believe it or not, training is essential to keeping good employees. When you provide adequate training, employees feel more valued and prepared to handle their duties, which can lead to frustration. Training helps employees build confidence and grow professionally, ultimately benefiting your company. By investing in your employees’ professional development, you’re investing in your company’s success. Not only does training increase productivity and efficiency, but it also improves employee morale and engagement. Therefore, you should upskill your good employees if you want to keep them.


9. Late or inconsistent pay

Late or inconsistent pay can cause financial stress and insecurity, leading employees to seek more stable employment elsewhere. Delayed paychecks can be frustrating for employees with bills and expenses to pay and depend on their salary to live. If an employer fails to provide timely payment, it can make the employee feel demotivated. This can ultimately lead to dissatisfaction and a decline in morale, which could result in an employee looking for other jobs. Employers prioritizing timely payment are likely to retain happy and motivated employees. 


Final thoughts on why good employees quit

Losing good employees can harm a company’s productivity, morale, and reputation. Employers must recognize why their employees are leaving and take proactive steps to address them. By providing growth opportunities, celebrating staff accomplishments, supporting mental health, addressing concerns, and ensuring fair compensation, employers can create a positive work environment that retains top talent.

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