What are the causes of employee turnover?

What are the causes of employee turnover?

As we have seen previously in our article about the definition of employee turnover, Employee turnover is the entry and exit of employees in a company. This movement of workers directly influences the functioning of a business and, consequently, its staff.

In some cases, the main motive responds to the will of the employee and little can be done by the company. However, at other times it has to do with the operation of the company. We did a research and these are the 5 most common causes that precipitate staff turnover.

1. Lack of growth opportunities:

Employees want to evolve, develop, and improve, and when faced with stagnation, feel the urge to look outside for what they do not find inside. Employees may indeed be motivated by money, but research has found lack of growth opportunities as the leading cause for becoming demotivated and the reason employees begin to test the “new job” waters.

2. Inadequate salary:

We would be naive to think that money does not matter, because it does. Employees want to feel valued and money is a big part of this. However, when the compensation falls below the training and skills of said employees, said employees begin to look for a place that will provide financial value to their personal and professional value.

3. Poor internal management:

Employees want structure and clear communication. They begin to feel not only disgruntled, but downright stressed-out and angry, when dealing with ambiguity between who does what, and how that “what” gets done. The last thing an employee wants to feel is that they are not being led, as a result, weak leadership is a big reason why employees look elsewhere.

4. Stressful work climate:

A company with a bad work culture is doomed to fail for the simple reason that no one wants to work with negative energy and tension. It is the job of the company leaders to create a culture where every employee has a voice and that voice feels valued. Companies that thrive are companies that face problems with speed, and a smile, and an overly stressful work environment impedes this.

5. Little engagement with the company:

Research shows that only 15% of employees are highly involved and enthusiastic about their work. 15%. Though engagement levels vary considerably by country and region, in no country does the proportion of employee engagement exceed 40%. This low percentage of engaged workers represents a barrier in creating high performing work cultures around the world. They imply a stunning amount of wasted potential, given that business units in the top quartile of Gallup’s global employee engagement database are 17% more productive, and 21% more profitable, than those in the bottom quartile.”

Want to reduce your employee turnover? Get an introductory conversation started with one of our Team Engagement Specialists, and let’s figure out where the opportunity lie ahead.

Stay tuned,

Tradler Co – Empower your team


Alba Diez Ruiz

Persistently curious

Our values

Solving employee turnover by strong analytics and personalized incentives.

According to Gallup’s research “State of Global workplace Report 2017” 85% of the employees globally are not engaged in their workplace. This creates multiple problems for companies globally. We focus on increasing engagement within your company by utilizing Artificial Intelligence.

For companies with 1000`​+ employees who face a higher turnover that want to increase the average retention. Tradler provides an online incentive platform, that allows companies to tailor their incentives to the preferences of the individual team member. The employee loyalty program that allows your team to experience the unforgettable tailored to their preferences. And all that thanks to your company!

We believe that by allowing your employees choose their incentive “whatever they want whenever they want” you increase engagement between the employee and the company. Tradler Co utilizes personalization tools to tailor the right incentives to the right person.

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