The main reasons for the failure of companies:

 Bureaucracy: This is the number one problem that frustrated employees face in large companies. Usually bureaucracy is a cover for problems.
Failure to motivate employees: The departments of large companies do not have the time to check the performance of their employees individually, and their ability to be in perfect harmony with their work or their presence in the right place for their capabilities, and this is usually the job of the human resources department, but it is difficult to find time for these matters . And often employees do not care about money and position as much as they are interested in being part of a successful work team capable of achieving a distinguished achievement.
Weak annual performance evaluation: Many companies do not do a very effective job regarding the annual performance evaluation of their employees, or these evaluations are routine procedures that end up in the office drawers without benefiting from them. This leaves employees with the impression that the company is not really interested in their future or their long-term existence.

Not discussing the possibility of career development: Some studies indicate that many employees do not know what they will be in 5 years, but everyone wants to discuss with management about their future. Also, most employers don't talk to their employees about their career goals, even to those they can't let go of. Hence the necessity or importance of conducting the annual evaluation and studying it to talk with employees about discussing the possibility of career development and improving professional life. If the employee feels there is room for them to move forward, they will think twice about staying and developing the company.
Strategic priorities: Companies should try to build an environment that incubates talent and distinguished employees by giving them new and exciting projects to work on. The most important challenge for most organizations is the lack of a strategic priority. These employees prefer not to be turned away or ignored.

Lack of accountability: Although it is important not to pressure outstanding employees, it is also wrong to leave them to lead projects alone without any guidance. This certainly does not mean interfering with their business or telling them what to do. However, it is okay for the best talent to be held accountable by others.
Rationality: Many organizations keep some employees with irrational salaries, and provide a set of justifications for this, including that “it is very difficult to find a replacement for him” or that “the time is not right for that.” However, this may encourage some employees to leave these institutions as they do not represent a fair environment for career development.
Vision: Every company should have its own vision about its future, but this does not necessarily mean certain success. Companies must strike a balance between implementing their future strategies, meeting the requirements of their employees, and securing the factors that motivate them.

Lack of an open horizon: Excellent employees want to share their ideas and be heard. However, many companies have a strategy and a vision that they are trying to implement in return and therefore they are alarmed by these voices opposing the strategy, and departments may even consider these employees unable to be on the “work team”. And if companies insist not to listen to voices opposing or correcting their strategy, they will eventually remain with a group of passive employees who do what they are asked without any incentive or motivation to develop the company.
Reconsideration of the manager: If a group of employees who work in one team and under the same manager’s management happened to resign, this should prompt the company’s management to look into the performance of this manager, perhaps his poor management or incompetence of the team may have incited the employees to Leave work.

Reasons for the resignation of distinguished employees in the company:
Inconsistency with the work environment
Incompatibility with the job
Dissatisfaction with pay
- Lack of progress at work
Lack of guidance and training
- Lack of appreciation and respect
Tension and nervous charge
Mutual distrust
Not participating in decision-making
Desire to work or retire

Ten reasons for the failure of the institution:

Overworking employees in useless work and locking them up for as long as possible in the workplace.
- Work in a tense atmosphere ... artificial tension between colleagues.
Non-recognition of employee contributions.
Failure to fulfill his obligations and promises with employees.
Recruitment and promotion of the wrong people and evaluation on the basis of love and hate, which causes rancor among employees.
Failure to employ the potential of the employee and does not provide an atmosphere to improve production and the work environment
The manager fails to truly listen to employee complaints.
The manager’s mockery of the creativity of some employees, and the ridicule of the rest of the hypocritical employees of the manager of the idea.
Challenge employees to validate the manager’s point of view
Not being keen on cordial relations between employees and creating a charged atmosphere among employees.