Anthill Drivers provide you with insights about why your employees may intend to leave. Use our Drivers Dictionary to better understand these drivers and take action to address them.
Broad Drivers
Organizational Constraints
Pay
Valued by Company
Communication
Management
Job Insecurity
Quantitative Workload Inventory
Work-Life Conflict
Perceived Organizational Justice
Job Fit
Leadership
Organizational Constraints
It is difficult to complete the job because of these factors. The environment is harsh (AC isn’t on), unsafe, workers lack supplies, there isn’t reliable transportation to the location, or it is difficult to get support on basic administrative issues that facilitate work (i.e. schedules/payment).
| Driver | Definition (if the score is low) |
| Work Environment | The place where work happens is uncomfortable and/or impedes productivity. |
| Workplace Safety | The conditions are not safe. Proper safety gear is not provided or protocols are not in place/followed. |
| Insufficient Equipment/Supplies | There is not enough or the right kind of equipment/supplies to complete the work. |
| Transportation | There is not a reliable/affordable way to get to all work shifts on time. |
| Admin Issues | There are issues with the processes that facilitate work (e.g. scheduling, communication, paperwork). This driver speaks only to the process of accessing and completing administrative tasks, not the content of those tasks themselves. |
| Work Constraints | Employees feel there are factors that limit their ability to complete their job |
Pay
Pay is either perceived as unfair (too low, not fairly distributed) or there are issues in actually receiving payment on time.
| Driver | Definition (if the score is low) |
| Payroll Issues | It is challenging to get paid on time/the appropriate amount/in a form of payment that is needed. |
| Fair Pay | The rate of pay is too low for the work performed or the market rate. |
Valued by Company
Workers feel they are not being treated how the company would treat them if they cared about them. This can be disrespect, overly rigid schedules, no or little recognition for good work, and no freedom in the job (overly monitored).
| Driver | Definition (if the score is low) |
| Respect | The employee is not treated with respect at work. |
| Schedule Flexibility | The employee is not given reasonable flexibility with their work schedule. |
| Recognition | The employee is not recognized or rarely recognized for their contributions. |
| Job Autonomy | The employee is micromanaged and not treated with trust at work. |
Communication
Interactions are challenging and/or ineffective. Managers aren’t offering much to the team, there isn’t much interaction, there is no feedback from managers, or managers aren’t supportive. Team members are not enjoyable to work with or helpful, and there may even be conflict. Overall the workplace is poor at communication and announcements or messaging are confusing or absent.
| Driver | Definition (if the score is low) |
| LMX (quality of supervisor interaction) | Interactions with supervisors are ineffective, confusing, or degrading. |
| Supervisor Interaction (amount) | There is not enough interaction with supervisors. |
| Manager Feedback | There is not enough feedback from managers on work performance/development. |
| Manager Support | The supervisor does not show humanity and care for the employee as a person. |
| TMX (quality of team member interaction) | Interactions with colleagues are ineffective, confusing, or degrading. |
| Interpersonal Conflict at Work Scale | There is a relational conflict with colleagues (e.g. gossip, fighting) |
| Workplace Communication Quality | Workplace/organization-wide announcements are ineffective. |
Leadership Style
Training is non-existent or not effective. The leadership of the workplace is not facilitating workers for success through how they manage the workplace (low-quality leadership).
| Driver | Definition (if the score is low) |
| Training Related Issues | Job-specific training is not effective or not provided. |
| Leadership Effectiveness | Overall management is perceived as ineffective or disconnected. |
| Supervisor Relationship | Employees' interactions with supervisors are ineffective, confusing, or degrading. |
Job Insecurity
Workers get the impression they won’t be able to build a long-term career at the company if they want to. Workers have been told explicitly that they may lose their job.
| Driver | Definition (if the score is low) |
| Job Security (actual) | Employees have been told or heard rumors that they may lose their job at the company. |
Quantitative Workload Inventory
There is too much work to be done in the time allowed or the work itself is very stressful and challenging.
| Driver | Definition (if the score is low) |
| Work Overload | There is too much work to be completed in the time allowed. |
| Work Pressure | The work itself is stressful mentally or physically. |
Work-Life Conflict
Coming to work is difficult because of a health event, child/eldercare, or another personal issue. May reflect that employees are concerned they will catch COVID if they come to work.
| Driver | Definition (if the score is low) |
| COVID/Health Event | The employee had an unexpected/atypical health event that made it difficult or impossible to work (e.g. COVID). (exempts medical conditions, only references the event) |
| Child/Eldercare | The employee needs to provide care to a child or elder which makes it difficult or impossible to work. |
| Other Personal Issue | The employee is dealing with a personal matter that makes it difficult or impossible to work. |
Perceived Organizational Justice
How fair the decisions being made in the workplace are perceived to be. The schedules, pay, etc. aren’t fairly applied or there are perceived to be “favorites”. There is blatant discrimination taking place.
| Driver | Definition (if the score is low) |
| Organizational Justice (Distributive, Procedural, Interactional Justice) | Unfair decisions are made in the workplace that impacts individual employees or groups of employees differently. |
| Discrimination | Blatant discrimination is taking place impacting a protected class. |
Person-Job Fit
Workers don’t see this as a job that fits who they are or their work goals. They don’t fit into the team. They don’t fit with the type of company. They don’t fit with the skills needed to do the job. They don’t fit with the job tasks.
| Driver | Definition (if the score is low) |
| Team Identity | The employee does not fit in with the group of people they work with. |
| Work Identity | The employee does not see a connection between their current job and their work/career goals/identity. |
| Skill Identity | The employee does not see a connection between the core skills associated with their current job and their innate abilities or interests. |
Leadership
How team leaders (middle-level managers) are effectively managing subordinates in the team setting. Effective leadership will bring positive team culture and satisfying feedback/support to the team members.
| Driver | Definition (if the score is low) |
| Team Culture | A negative team culture that brings a pessimistic point of view and downgrade work productivity. |
| Manager Support | Team members feel that there is insufficient support from their direct supervisor. |
| Perceived Leadership Quality | Team members perceive that their supervisor's leadership is not effective. |
| Team Relationship | Employees' interactions with colleagues are ineffective, confusing, or degrading. |