Engineers and tradespeople leave their jobs for many reasons, but in my experience, the top causes are entirely avoidable. Let’s break them down.

1. Lack of Communication Between Employer and Employee

In any healthy relationship, communication is key—and that includes the employer-employee dynamic. Too often, I’ve heard employees say they’re unsure of what’s expected of them, even at the most basic level.

Keeping communication open and trustworthy is essential. It allows both parties to share ideas and concerns without fear of conflict. For example, employees may not be performing to standard because they don’t understand the expectations, or employers might overlook performance reviews and salary adjustments for too long. There’s always a reason behind every issue, and maintaining open communication can uncover and address those reasons before they become problems.

2. Lack of Professional Development

Not everyone wants to become a leader, and that’s okay. Career growth isn’t always about climbing the ladder—it can also mean mastering a craft and becoming the go-to technical expert.

However, professional development is still crucial. Employers must have honest conversations with employees about where they are in their career journey. If everyone is aligned, it’s easier to identify strengths, weaknesses, and areas for improvement. This creates a clear path forward for both the individual and the company.

3. A Stagnant Company

High-performing individuals are often drawn to ambition and growth. If a company remains stagnant year after year, it will struggle to retain its top talent.

Employees want to see opportunities for advancement, which typically come from business growth. If your company is a lifestyle business with limited ambitions, be upfront about it. It’s fine to run a stable operation, but make sure everyone on board understands the vision.

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While there are plenty of reasons why people leave companies, addressing these three common issues can provide a solid foundation for improving staff retention. Get these right, and you’ll be on the path to creating a more engaged and committed workforce.