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According to Harvard Business Review contributor Jon Christiansen, there are more job openings than there are unemployed people.  That fact, along with the high cost of losing talent, makes it critical to keep the good performers you have.  Yet, Christiansen says there are several things employers commonly do that make people quit.  Here are two.

• Inconsistent goals or expectations.  Consider a frontline employee who has to choose between serving the next client or correctly entering the previous client’s information into the system.  Constantly navigating these two top priorities can lead to a job-quitting quality of stress.  The solution:  clearly prioritize all tasks and communicate such.
• Too many processing constraints.  When a lack of information, resources, or another factor stops an employee from doing their job, they can feel powerless and frustrated.  So, remove obstacles wherever possible and consider their impact on performance at evaluation time.

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