What happens when a talented young person quits? Three points to prevent employee turnover

by | Jan 12, 2022 | Management , Training  | 0 comments

Despite the fact that talented young employees are important to the future of a company, they often leave for other companies.

What measures can companies take to prevent talented young employees from quitting?

In this article, we will discuss the reasons why talented young people quit and what you can do to prevent them from leaving for other companies.

Why do talented young people quit?

There are a number of common reasons why talented young people quit. First, let’s take a look at the most common reasons why talented young people quit, and then consider how to deal with them.

Dissatisfied with the work environment and treatment

One of the reasons why talented young people quit is because they are dissatisfied with their work environment and treatment.

They feel that their work is not being evaluated properly and that it is unfair that they are working harder than other employees who are being treated the same.

It is not uncommon for employees to decide to quit their jobs because they feel that they are not being evaluated fairly and that their commitment to the company is not worthwhile.

In addition to dissatisfaction with compensation, dissatisfaction with personal relationships can also cause talented young people to quit.

For example, they may feel that they are not able to exercise their abilities as much as they would like due to unreasonable instructions or reprimands from their superiors.

One of the signs that a talented young employee is leaving is when he or she becomes reluctant to participate in social events outside of work, such as year-end parties and launches, or when he or she loses the will to build relationships.

If a young person takes a lot of paid holidays in a row or starts to care about his or her appearance, there is a good chance that he or she will quit in the near future.

They may quit even if they are satisfied with the workplace.

The reason why talented young people quit is not necessarily because they are dissatisfied with their work environment or treatment. Even if they are satisfied with their current workplace, they may decide to make a challenging career change in order to further improve their abilities.

They may quit because they want to challenge themselves in a new environment to improve their career and skills, and they are willing to take on challenging tasks.

It is important to note that the more talented a person is, the more likely they are to want to grow further, and the more likely they are to want to jump into an environment where they can further develop their skills.

Three things that prevent talented young people from quitting

In order to prevent talented young employees from quitting, it is important to take measures based on three points. The following are some of the measures that companies can take to prevent the exodus of talented young employees.

Identify grievances through 1-on-1 interviews, mentoring programs, etc.

One of the key points to prevent young talented employees from quitting is to understand what points they are dissatisfied with and take measures to address them.

It is necessary to create an environment where young employees can easily ask for advice by introducing one-on-one interviews and a mentoring system.

It is also important to build a relationship with the employees so that they can easily discuss their frustrations and concerns.

Provide opportunities for growth and job satisfaction, and evaluate employees appropriately.

Younger, more talented employees tend to be looking for opportunities to challenge themselves. Therefore, it is important to provide them with opportunities to grow and challenging tasks that are worthwhile.

In this case, it is important to strike a balance between giving them opportunities to challenge themselves and evaluating their performance appropriately.

It is desirable to create an environment that encourages employees to want to take on higher-level tasks by providing them with opportunities to play an active role and reflecting their achievements in their compensation.

However, it is necessary to establish a system for evaluating employees based on clear reasons, rather than on the subjective judgment of the supervisor.

If the evaluation system is clear, it will prevent variations in evaluation among evaluators and lead to goal setting with ambition that “if I meet this standard, I will be evaluated.

It is also important to conduct training for evaluators to unify the evaluation standards and methods. If young employees are given jobs that match their abilities, and if they have a sense of security that they will be evaluated appropriately, it will be effective in preventing them from quitting.

Increase engagement throughout the company

Increasing the engagement of the entire company is another way to prevent talented young people from quitting.

Employee engagement refers to the willingness of employees to voluntarily contribute to the company and to act on their own initiative.

In contrast to a sense of belonging, employee engagement focuses on the company’s return on employees’ contributions.

Examples of returns include the introduction of tools that help improve work efficiency, and the introduction of telework and flextime systems that allow employees to choose how they want to work.

It is essential to improve employee engagement by providing returns for their contributions and motivating employees to want to contribute more to the company.

Colorkrew, the developer and operator of the goal management tool Goalous, holds seminars to help improve employee engagement.

Colorkrew offers seminars on how to improve employee engagement.

Free seminar: “The Best Feedback: A Thorough Study Using Specific Examples from the Workplace!”


There are many reasons why talented young people quit their jobs, such as internal systems, treatment, and work content.

Securing talented people is essential for the future development of a company, and it is necessary to reduce the turnover rate by implementing measures that lead to increased employee engagement.

Breaking through organizational stagnation