Managers Most employees leave because they are unhappy with their boss or manager. The best prevention is to have supervisory managers play the role of performance coach. When preventive measures fail, the challenge is to move the individual contributor into the supervisory orbit of another manager, without losing the employee altogether. Often they simply want to work the same hours but on flextime or compressed-time. Frequently, even a slight adjustment in schedule will be enough to make an employee stay.
Many employees leave because they want to tackle new tasks, responsibilities or projects.
When people feel they have exhausted all the learning opportunities in their current job, they often leave in search of new ones. Such employees are unlikely to leave when they are learning voraciously on the job, which is one of the reasons why employers must maintain an environment of constant learning. That doesn't always mean formal training programs or financial support for external education. Other strategies can include creating an infrastructure of learning resources and a culture of knowledge at work. Location Sometimes people want or need to work in a different city, region or country, and many employers have the ability to accommodate that need.