How to retain talent in the company? Know the 5 most common reasons to quit your job

For employers and managers — 5 reasons why your employees are leaving (and what you can do about it)

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1. Low salary

There is no denying that salary is crucial. In times of high inflation and rising living costs, employees expect their salary to be adequate to their responsibilities, effects and market realities. If a company does not keep up with market wage standards, it is difficult to expect loyalty. Employees today know their value, have access to salary reports, earnings comparison sites and competitors' offers — so they make decisions faster and more consciously.

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For young professionals, the priority is that the salary allows the realization of plans - buying an apartment, a hobby, starting a family or investing in personal development. A low salary can therefore directly affect the feeling of security and satisfaction.

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What can the employer do?

Regular salary reviews, performance-related bonus schemes, as well as transparent communication about pay policies can significantly affect employee satisfaction.

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2. Lack of opportunity for development and promotion

Lack of development is often a silent commitment killer. Employees want to feel that they are growing, that their work makes sense and contributes to the success of the entire company. People like to feel that their work makes sense and is appreciated. When they do not see a path of advancement or new challenges, they begin to consider the possibility of change. This is especially important for younger employees who expect dynamic development and a clear vision of the future in the organization.

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The lack of investment in the development of competencies leads to a decrease in commitment — not only among employees, but also entire teams. Employees want to acquire new skills, learn about tools and technologies that will really affect their development and increase the efficiency of their work.

‍What can the employer do?
It is worth creating competence development programs, internal career paths, mentoring sessions and real opportunities for promotion. Sometimes even a change in the scope of duties or participation in a new project can significantly affect the motivation and increase self-esteem in the eyes of the employee.

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3. Bad atmosphere and relationships at work

People don't leave companies — people leave people. The atmosphere at work, management style, communication and organizational culture are of great importance. Even the highest paid job can be discouraging if it is accompanied by stress, tension and lack of support on a daily basis.

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Toxic environment, micro-management, lack of trust, public criticism — these are just some of the reasons why employees start looking for a new place to work. Nowadays, when empathy and partnership become more important than hierarchy, management style and relationships in a team can be decisive.
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What can the employer do?
Regular communication, a culture of feedback, taking care of good relationships in the team and attentiveness of managers is the basis. It is also worth investing in leadership training and the development of interpersonal competencies of executives.

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4. Occupational burnout

Burnout is a real and increasingly common problem. Pressure, overtime, lack of rest and constant expectations lead to frustration and reduced efficiency. A burnout employee is less creative, less engaged, and — over time — leaves.

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The symptoms of burnout vary — from physical and mental fatigue, to indifference, to strong negative emotions. Often burnout is the result of a mismatch of tasks with competence, lack of autonomy or constant extinguishing of fires. For many young professionals, the feeling of “endless work” is a challenge that they no longer want to endure.
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What can the employer do?

Promoting work-life balance, limiting after-hours work, allowing the use of holidays, flexible working hours, psychological support and regular conversations about the well-being of the individual in the team - this is the key to preventing burnout.

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5. Lack of flexibility and remote work

For many employees, flexibility is not something unique, but an expected standard. The pandemic has changed the way we perceive work - the possibility of remote work, flexible hours or a hybrid model are today an important argument when choosing an employer.

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Companies that return to the rigid “9 to 17 in the office” model are often met with resistance. Young professionals value the opportunity to work from different places, better time management, savings on commuting and greater productivity. Lack of flexibility can mean leaving the best people to companies that offer more freedom and trust.

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What can the employer do?
Where possible, employees should be given a choice. Companies that offer a position tailored to the needs of the employee attract more motivated candidates and build the image of a modern, friendly workplace

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Summary for managers

Changing jobs is for many employees a way to develop, better conditions or find a place where they will be appreciated. If you want to retain talent in an organization, you need to know what really motivates people. Money is important — but it is not enough. Development, atmosphere, sense of work and flexibility — these are the factors that determine the satisfaction of team members

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Managing people today is more than organizing work. It's about building relationships, listening and responding to real needs. The best leaders understand that people are not just resources — they are the heart of any organization. Their well-being is not a cost — it is an investment in the future of the company.

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Stara Drukarnia in Łódź is a place that supports this approach — providing modern office spaces for companies that want to grow together with their employees. Here the employee feels good — and where we feel good, we stay longer.

If you are looking for an office space that will help you build a unique atmosphere of openness for the needs of your employees, it is a must contact us.

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