Some interesting and more than valid points. Often it is not just one of these seven which is the reason, but a combination. You need to ensure that your initiatives to combat this are kept fresh and also adapted to the individual in question.
Losing a great employee is a terrible thing. There’s the expense of finding, onboarding, and training a replacement. There’s the uncertainty of how a new employee will work out. There’s the hardship on the rest of your staff until the position can be filled. Sometimes, there’s a solid reason—the person was a bad fit for the team, or moved away for personal reasons, or was offered an opportunity too great to pass up. In those cases, even if it’s a difficult transition, it feels fundamentally right. But what about the rest? Keeping your best employees starts with understanding why people leave. Here are seven of the top reasons: