HR managers carefully formulate retention policies to keep the employees motivated. These policies are very frequently altered to provide equitable benefits in order to be at par with companies in the same industry. However, even after cautious evaluations of the employees’ needs, a few factors significantly demotivate people in organizations, resulting in high attrition rate. These issues commonly remain unobserved, causing low morale. Therefore, it is of utmost importance to look beyond the common complaints such as low pay package, odd shift timings or heavy workload to find out the hidden causes that drive top performers to quit early.

Lack of motivation unquestionably contributes to a decline in the employees’ morale. When the people in an organization stop feeling motivated internally, the willingness to perform deteriorates gradually. Many factors are responsible for less enthusiasm among employees. Low pay package, no recognition for achievements and poor relationship with co-workers are considered to be the three major reasons for lack of motivation.1 However, in spite of careful formulation of policies and in-depth analysis of employees’ needs, a few factors often go unnoticed by the management, resulting in dissatisfaction and disgust among employees, who eventually look for an opportunity that suits their own set of expectations.

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