The factor that leads to 42% of employees quitting their jobs

Stress at work isn’t just a minor annoyance. If it isn’t kept in check, it can lead to employees checking out according to a recent survey. 

A recent Monster survey of 6,700 employees found that 42% of employees have left a job because of a stressful environment. And another 35% have considered leaving a job that was too stressful.

In the high-pressure world of IT, you can bet there are plenty of employees looking for greener pastures, too.

Causes of stress

There’s no single cause of workplace stress. Some of it is related to the work itself, other times it’s caused by people or outside factors.

The biggest issues workers reported facing were:

  • supervisor relationships (40%)
  • heavy workloads (39%)
  • work-life balance (34%), and
  • co-worker relationships (31%).

That stress didn’t stay in the office either. A majority workers (84%) said it has impacted their personal lives and 19% said it had even led to physical illness.

Keeping them on-board and happy

You can’t eliminate stress from the job, but helping workers deal with it can go a long way toward keeping them on board – which further cuts down on stress for the workers who would be filling in for those that leave.

Some things to try:

  • Encourage workers to use time off the right way. Vacation days should be out of the office and out of reach except for true emergencies.
  • Cross-train. Employees who have someone who can fill in for them as needed will have less reason to try toughing it out or stressing themselves out. Make sure workers are passing on useful skills and knowledge to one another.
  • Be flexible. Flexible scheduling not only keeps down stress, it also boosts productivity when workers are in the office. Occasionally allowing for work from home days or letting workers attend to personal and family matters can more than make up for the time they’re not in the office.
  • Communicate often. One of the most stressful things an employee can face on the job is uncertainty about their role or their responsibilities. Make sure there’s no ambiguity on what’s expected from them.

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