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More than One Third of Quits Are Preventable
Did you know that one-third of voluntary quits happen due to completely preventable issues? Figuring out the top reasons why employees leave on their own volition can help employers know what to avoid. In turn, they can create the very best work environment where employee turnover rates are minimized as much as possible.
Specifically, you can attribute one-third of voluntary exits to three core issues:
- Management
- Communication
- Role Clarity
Taking data from organizations like Work Institute and Gallup, we were able to dig deeper into these issues and explore some methods to optimize each aspect.
Employee Attrition: The Data
For this article, we have used information about employee departures from two authoritative sources: Work Institute and Gallup.
Work Institute:
Work Institute’s annual Retention Report is based on an analysis of over 120,000 exit interviews. Within this report, they found that a significant majority of employee departures are preventable, with poor management, lack of communication, and unclear roles being common reasons.
While their latest report actually states that 75% of employee departures in 2025 were preventable, earlier reports and industry summaries often cite figures in the range of one-third to half of turnover as being preventable and tied to issues like management and communication. Combined with data from Gallup (next up), we averaged the rate to one in three.
Gallup
Gallup also reports similar findings: their research shows that 42% of employees who left voluntarily said their departure could have been prevented, and 70% of those cited reasons related to management, communication, or organizational issues rather than compensation alone.
Gallup’s findings highlight that a large portion of voluntary turnover is preventable and most often linked to management practices, communication breakdowns, or lack of role clarity. Gallup’s similar report of employee departures underscores the importance of proactive management and employee engagement.
The Three Preventable Reasons for Employee Attrition
1. Poor Management
The old adage that employees don’t quit their jobs but their managers rings true here. A common cause of employee burnout is due to the emotional or physical workload stress attributed to a poorly performing manager. Whether the manager lacks empathy, organization, or doesn’t allow work-life balance, being stuck under the guidance of a bad leader grinds good employees down to dust; becoming a major motivator to seek greener pastures elsewhere.
While new employees would endure a poor manager for a few months or even a year, they will be looking around for a new job once the management becomes unbearable. Therefore, the single most powerful thing you can do to improve employee retention is to hire and/or develop great leaders.
2. Poor Communication
A cornerstone of a great employee experience is consistent, healthy communication. This applies to everyone in the company, from communication with one’s direct reports to a supervisor.
Effective communication with a supervisor eliminates the need for micromanaging, boosting employee satisfaction as they gain more autonomy in their role. This also defines roles, making a clear path for an employee to understand and follow during work hours.
Effective communication with other team members greatly enhances workplace culture and makes it easier for individuals to pursue growth opportunities. Why? Because employees who collaborate also grow and learn from each other, leading to better professional development and improved mental health on the job.
On the other hand, poor communication robs employees of opportunities to grow. For example, the lack of regular feedback can make an employee unsure of where they stand. A lack of regular touchpoints between team members (facilitated by the team leader) can be detrimental to top talent, especially new hires who need to get familiar with your company’s culture and values.
3. Lack of Clarity in Role
Having clearly defined roles is paramount to combating high turnover among employees. Having an unclear role is among the top three preventable reasons employees leave. This can also include a once-defined role that suddenly changes, with either a reduction or an addition to existing responsibilities. When employees are unsure about their role, or if their role shapeshifts into something unrecognizable, their job satisfaction declines.
To prevent this, meet with your employee periodically to check on their current job’s responsibilities. Ask them if they have visions for career advancement and if they have been developing new skills to integrate into their role. In this way, you can clearly define their existing role and draw a roadmap to future career growth. When an employee fully understands their role and believes they have a future with your organization, they are less likely to stray.
Prevent One-Third of Employee Attrition Instances
To prevent good employees from leaving, focus on good management, communication, and role clarity. understanding why employees leave empowers organizations to take targeted, proactive steps to reduce turnover.
By investing in strong leadership, fostering open and transparent communication, and ensuring every employee has a clearly defined role with opportunities for growth, companies can create a positive and engaging work environment that encourages long-term commitment.
Research from sources like Work Institute and Gallup makes it clear that most voluntary departures are preventable, and organizations that prioritize employee well-being, professional development, and workplace culture will be best positioned to retain top talent and minimize costly attrition!
Summary: In this article, we explore the top reasons why employees voluntarily leave their jobs, drawing on data from Work Institute and Gallup to identify three core, preventable causes: poor management, ineffective communication, and lack of role clarity.
The research shows that a significant portion of employee turnover can be avoided by addressing these issues, as most departures are not due to compensation but to workplace culture and leadership practices. The article discusses how poor management leads to burnout, how communication breakdowns erode satisfaction and growth, and how unclear or shifting job roles diminish engagement.
By focusing on developing strong leaders, fostering healthy communication, and ensuring roles are well-defined and aligned with employees’ career goals, organizations can significantly reduce turnover and create a more positive, productive work environment.
