Employee Morale: Why People Leave and What the Management Needs to Do About It

BY Sydney Dormitorio Articles

Employee Morale: Why People Leave and What the Management Needs to Do About It

Employees come and go. It’s an inevitable cycle for companies to hire people every time someone files their resignation letter. Admit it, it’s hard to choose the right people but it’s even harder to convince them to stay.

Having a team of talented individuals slowly losing interest in their jobs is a nightmare for HR. The anxiety is there—wondering what went wrong in the organization, what you need to improve on, and what needs to be done to prevent it. Here are just some of the reasons why people leave and what the management can do about it.

Support and Appreciation

Employees, in general, need to be appreciated for the things they do for the company. They have individual goals, and they want to contribute and be appreciated in return. Motivation is a continuous process, which is why HR should always find ways to rekindle their employees’ passion for their jobs. They wouldn’t take the job in the first place if they don’t like it. You only need to make sure they will still like it in the long-term.



No matter how young or old the employees are, they will always need someone to rely on others because they are all working as a team. Integrity plays a very crucial role in retaining employees and it is something that is not observed on a surface-level. Honesty and trustworthiness are manifestations of integrity. If leaders are neither, employees will eventually lose confidence in the company.



Do not confuse culture with benefits. Every employee deserves to work in an environment that supports them and helps them grow while they continuously do their role. Company culture comes a long way—starting from the department they belong to, the departments they work closely with, the people they talk with, the management style of their superior, the ways of communication in the workplace—these are all portions that make up a culture. If there’s tension or miscommunication in any of these, employees will feel pressure or unsatisfied. Employees and even HR need to understand that benefits are irrelevant if it means they will be working in a toxic environment where they would not be able to grow and work effectively.

See this article for 5 Ways to Show Your Team Some Appreciation [1]



People are not machines and they make mistakes. A high turnover rate gives employees the idea that they are easy to replace, no matter how loyal, competitive, and aspiring they are to be leaders. For applicants, it is vital to know why the company needs them, what went wrong with the previous employee, and how the management handled it. For the management, they need to assess how they treat their employees and even those who are leaving. No matter what happens, always learn what could be fixed because employees will always aim higher and the only way to make them see that they will grow in the company is through letting them know that the management supports them and will guide them through if ever they lose their track at some point.

See this article about Employee Engagement [2]



Employers often neglect the fact that loyal and competitive employees are their biggest assets. It is wrong to think that loyal people won’t leave because they will, eventually, if another company sees their value more. Giving them a raise definitely would encourage them to do better and prove their worth. Employers need to understand that giving an appraisal to competent employees is not a loss. Admit it, as much as people love their jobs, it is still difficult to make them stay if the company doesn’t pay them well. The best thing to do about this is to provide 360 evaluations to help low performing employees reflect to do better and motivate performing employees by acknowledging their efforts.


Work-Life Balance

If an employee works for five days a week, why is there a need to still take their weekends by making them do extra work? Even the most loyal employees need time for themselves, time for their family, and time to rest. Employees need their weekends to recharge and take care of themselves—this is their only way of protecting their mental health. If companies won’t practice professionalism and keep on bothering their employees on weekends, they will eventually lose their people. As an employer, companies must think about the effects of their policies on their people, such that mandatory overtime would be abolished if not necessary and employees can be sure that they own their weekends.


See this article for Work Life Balance and Why It Matters [3]


At the end of the day, a job is a job and work is not everything in a person’s life. Unsatisfied employees will leave and retention will always be a concern; but if the management cares enough, they would be able to avoid having more problems in the future. Good performing employees are the organization’s best assets and will stay as long as their needs are being addressed accordingly.



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