If you compiled an alphabetical list of all the reasons for leaving voluntarily from the exit surveys of dozens of organizations, it would look something like this:
Advancement opportunity
Benefits
Better-paying job
Bureaucracy
Career change
Commuting time or distance
Concerns about organization’s future
Conflict with coworker
Discrimination based on race, gender, religion, etc.
Dishonest or unethical leaders or managers
Distrust of, or loss of confidence in, senior leaders
Excessive workload
Favoritism
Fear of job elimination
Geographic location of the job
Health concerns
Ideas not welcomed
Immediate supervisor
Inability to master the job
Inflexible work hours
Insufficient challenge
Insufficient or inappropriate training
Insufficient resources to do the job
Job elimination
Job itself
Job responsibilities
Job security
Limited earnings potential
Little or no bonus
Little or no empowerment
Little or no growth or developmental opportunity
Little or no performance feedback
Negative work environment
No authority to do the job
No career path
No consequences for nonperformers
No way to voice concerns
Not allowed to complete the job
Not allowed to do the job my own way
Not paid competitively
Not paid in proportion to contributions
Not recognized for contributions
Organization culture
Organization instability or turmoil
Organization politics
Outdated or inadequate equipment
Physical facility noisy, dirty, hot, or cramped
Poor communication
Poor teamwork
Retirement
Return to school
Self-employment
Sexual harassment
Spouse relocation
Stress
Timeliness of pay increases
Too many changes
Treated poorly
Uncaring leadership
Unfair pay increases
Unfair performance appraisal process
Unfair promotion practices
Unfair rules, policies, or procedures
Unwanted change in job duties
Unwanted relocation
Vacation policy
Work-life imbalance
Source: The 7 Hidden Reasons Employees Leave - How to Recognize the Subtle Signs and Act Before It’s Too Late by Leigh Branham
