After putting economics aside, I found that there were two primary reasons why people quit: They hated their manager; generally the employees were appalled by the lack of guidance, career development, and feedback they were receiving. They weren’t learning anything: The company wasn’t investing resources in helping employees develop new skills.

When things go well, the reasons to stay at a company are many: Your career path is wide open because as the company grows lots of interesting jobs naturally open up. Your friends and family think you are a genius for choosing to work at the “it” company before anyone else knew it was “it.” Your résumé gets stronger by working at a blue-chip company in its heyday. Oh, and you are getting rich. When things go poorly, all those reasons become reasons to leave. In fact, the only thing that keeps an employee at a company when things go horribly wrong — other than needing a job — is that she likes her job.

When things go poorly, all those reasons become reasons to leave. In fact, the only thing that keeps an employee at a company when things go horribly wrong — other than needing a job — is that she likes her job.

The more satisfied a person is with her position, the less likely she is to leave.3 So the irony — and, to me, the tragedy — is that women wind up leaving the workforce precisely because of things they did to stay in the workforce. With the best of intentions, they end up in a job that is less fulfilling and less engaging. When they finally have a child, the choice — for those who have one — is between becoming a stay-at-home mother or returning to a less-than-appealing professional situation.

Fundamentally, employees are going 'why am I here? Life's too short,' she said. 'If we don't realize that people are constantly asking themselves, why am I here? What is the point? If we don't give them the point, then they'll leave or quit or quiet-quit, remain disengaged.

Many people find it hard working with their boss and often leave their jobs because of their boss’ working style, behaviours and attitude. I once heard someone say, “I joined the company, but I left my boss”.

This is a competitive business — there are a lot of women who want these jobs, but experience, education, and smarts go a long way. I’m still figuring it out — I learn new things every day. Once you stop learning, you should get out of the business. It’s just really about being hungry for more.

Chances are you have a job. Chances are your job sucks. But you’ve learned a few things from this job, mainly, YOU DON’T LIKE BEING AN EMPLOYEE!

You don’t need a reason to leave. Wanting to leave is enough. Leaving doesn’t mean you’re incapable of real love or that you’ll never love anyone else again. It doesn’t mean you’re morally bankrupt or psychologically demented or a nymphomaniac. It means you wish to change the terms of one particular relationship. That’s all. Be brave enough to break your own heart.

When you do not retain people, you create a situation where there is too much competition, where it is a case of: ‘I feel I need to impress my party bosses. I must be loud and prove that I can denigrate the other parties better.’

Most people quit because they look how far they have to go, not how far they have come.

She didn’t ask why I left, because that’s a silly question. I left for the same reason all people leave home. Because one day you realize that all the old habits have become too familiar. Because there is a world of discovery waiting and the first step toward the future is a step away from the past. So you leave. Go chasing rainbows, never thinking that maybe one end of a rainbow is just as good as another.

Leaders are learners, if you stop learning today, you stop leading tomorrow

People are either motivated or they are not. Unless you give motivated people something to believe in, something bigger than their job to work toward, they will motivate themselves to find a new job and you'll be stuck with whoever's left.