How to Avoid Losing Your Managers: Do You Know Why They Quit?

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When an employee quits, most companies expect as much. Today’s workforce is more transient than ever before and although there are still those who put in 20+ years until retirement, they are few and far between.

However, when a manager quits it isn’t something most companies can comfortably deal with in the days and weeks to follow. 

Even those rising within the ranks aren’t prepared to step out onto the floor in a position of management without further training.

It can be a lengthy process, so why let managers go when their needs are reasonable and must have been voiced in the months leading up to their resignation?

There are ways to avoid losing good managers, but you need to be willing to hear what they are saying.

Here Are 3 Reasons Why Managers are Leaving Their Companies

Managers are a pillar of your organization’s efficiency and ability to deliver more value to customers and that is what makes them important to be retained. In UK alone, managers change their jobs for one of these 3 reasons.

Health and Safety Concerns

Quite often managers will approach the director with health and safety concerns out on the floor. Typically, this falls between inspections conducted at regular intervals by HSE.

When the time approaches for an inspection, company directors and managers do a preliminary walkthrough to ensure everything is up to code. 

However, it is not uncommon for things to lapse from time to time in between those regulated inspections.

Unfortunately, there are times when a manager addresses the directors, and nothing is done. They don’t want to take a fall in the event of an accident, so they quit. It’s in their own defense and as a statement in support of the workers.

Lack of Recognition

Most good managers go above and beyond in the course of their work. They stay longer hours than required of them and are often seen bringing work home on evenings and weekends. They are responsible for everything that goes on in their respective departments and gets little recognition for the extra effort they put in.

If you find that your managers are leaving because they feel unappreciated, perhaps you can up their benefits package a little. 

You might want to add a health assessment package to their company’s private health insurance, the cost being significantly lower than it would be to train new management.

To shortlist one to help, Health assessment prices at Echelon Health, on individual packages, can also help keep them on the jobs longer as well by diagnosing conditions not yet severe enough to be causing symptoms.

Lack of Necessary Resources

Another reason why so many managers are leaving their positions is that they lack the necessary resources needed within their departments. This also ties in with how they go unrecognized for so long. They are often asked to go beyond the impossible to get work orders completed timely and have little in the way of gratitude, or salary, to show for it.

There are just some obstacles that can’t be comfortably or safely circumnavigated, and these are the much-needed resources that are causing managers to throw in the towel. They are willing to go above and beyond the call of duty but without the requisite tools and materials, it’s a never ending battle.

Does any of this sound familiar? If so, you know why managers are quitting. Now, what are you willing to do about it?