What really makes your employees quit? - Amber Hurdle | Globally Recognized Leadership & Personal Branding Expert

What really makes your employees quit?

December 30, 2019

As a business owner, CEO, or HR manager, do you wonder why your employees really choose to quit being a member of your team? Although each person’s experience is unique, the 2019 Annual Employee Engagement Report conducted by The Predictive Index reveals some interesting trends to keep in mind as you kick off 2020. It also reveals what makes members of your team go the extra mile—something you’ll want to make note of.

Why does this matter so much? Simply, engaged employees increase your bottom line. Disengaged employees do the opposite. They drain time and money because of heightened unproductivity and the cost (both time and financial) of hiring new employees. We all know the energy required to hire a new employee; from writing the job description to onboarding, it’s a big lift! 

The results of this study are drawn from the survey responses of 3,000 employees across 20 industries, painting an accurate picture of the state of employee engagement in the United States. Here’s a brief recap of what they found.

What makes workers go the extra mile?

The researchers found that the decisions senior leadership make have the biggest impact on engagement. Of the top ten influencers, nine were connected to the employee’s perception of the health, success, and culture of the organization—not their job tasks, direct manager, or colleagues in the organization. 

The top ranked influencer is the employee’s belief that the organization has an outstanding future. The second: trusting the senior leadership of the organization. 

The only influencer not related to the organization was ranked 9th. It was the employee’s excitement about the work they do every day. Their “actual” job.

 Yup. Employee engagement is less about the tasks, and more about the culture and success of the organization.

 What causes employees to quit?

When it comes to turnover intention, the study finds it is more about the company and its executive team than any other driver. People leave bad companies, not bad jobs.

Just like trust and belonging will push employees to go the extra mile, it is also an influencer that will make them do the opposite. 

What are you going to do about it?

On the whole, the study found employees feel more satisfied with their jobs and co-workers than they do with their managers and the overall organization. 

While we now know trust in the organization and management, and the quality of company culture, are influencers of engagement, the study reveals that employees aren’t experiencing these influencers across industries causing a lacking engagement rate.

That’s where we come in.

Amber Hurdle Consulting is a talent optimization firm that pioneers using both science and marketing principles to strengthen brands from the inside out. If you’re ready to boost employee engagement in 2020, we’re your experts. Contact the AHC team today at info@amberhurdle.com to discover how we can help you boost your bottom line and develop a more engaged team. 

Let’s change the results of the 2020 employee engagement rate. 

To get Predictive Index’s full 2019 Annual Employee Engagement Report the study, click here.  

About Abby

Abby Siegel Hyman is the Marketing + PR Manager at Amber Hurdle Consulting, and is a dual master’s graduate student at Vanderbilt University. She is the proud mom of the goldendoodle Willie–one of the office dog cheerleaders that keeps AHC innovative and engaged. Connect with Abby on LinkedIn

Amber Hurdle Consulting is a multi-award-winning talent optimization firm that pioneers using both science and marketing principles to solve these problems by strengthening your brand from the inside out. As a Predictive Index (PI) Certified Partner, we teach you how to generate and use real data in the form of people analytics, and then we sit on your bench as analytics experts, bringing along almost 20 years of branding, marketing and public relations experience. With these tools, we partner with you to design a compelling internal relations strategy featuring three key areas:

#1 We work with your leaders on their personal brands, so they increase self awareness and see and harvest the greatness in others. 

#2 We teach you to use a scientific, repeatable method to recruit, retain and inspire top talent, elevating your culture while crafting a world-class employer brand. 

#3 We then help you leverage strong leaders and a “best places to work” environment so that happy employees are serving happy customers…ultimately elevating your business brand.


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