单选题：根据下面资料，回答题 A survey has found that only a third of employees

根据下面资料，回答题
A survey has found that only a third of employees planned to stay in their job in 2020, with lack offeedback being a key factor. When a small business loses a key employee, it can be devastating. Sohere's a terrifying thought: imagine losing two-thirds of your people.
That's the warning from a new study issued by Achievers, a firm that provides an employee voiceand recognition solution to aid employee performance. The annual study, which included responses fromalmost 1,200 employees across all genders and generations in North America--and whose largestrepresentation (29%) was from companies under 50 employees--found that only one-third of employeessurveyed planned to stay at their jobs in 2020, compared with 47% who said the same last year.
I "Ourldata shows a substantial portion of today's workforce already has one foot out the door," saidNatalie Baumgartner, the company's chief workforce scientist.
Losing an employee--particularly one that provides key functions--really can be devastating to asmall business. It puts stress on the remaining people and causes disruptions, particularly when trying tofind a suitable replacement in this era of low unemployment and intense competition from largerorganizations offering more lucrative compensation and benefits.
So what can a small business owner do? The findings from the Achievers study give a very stronghint. Most of us do a poor job of listening, engaging and giving feedback. For example, even though99% of the workers surveyed said they were more likely to stay at a company that takes and acts onfeedback, a whopping 67% of them said that their employers were either "horrible" or just "OK" atdoing so. 82 percent of the employees surveyed "strongly" or "somewhat" agreed that they wish theyreceived more recognition at work, and another 30% of employees feel "not very" or "not at all" valuedby superiors. These are not good numbers.
Could this be a generational thing? Perhaps. Many of today's younger workers--who make up almosthalf of the US workforce--grew up in a world of likes for Facebook comments, rewards for behaving wellat parties and even trophies when their little league teams finished last. But that's not their fault. It's justthe reality of how they were raised. In fact, I would argue it's made them a better generation. But it's alsoa generation that wants to be heard and wants to work for bosses that respect their feedback.
The real fault for creating this environment lies squarely at the feet of business owners. People likeme who are busy, self-absorbed and stressed running businesses and who frequently forget or just don'thave the time to have a beer, shoot some hoops or even chat about TV shows with our employees, letalone talk about how they're doing in their lives and at their jobs. Many of us are also stuck in the old-school ways of annual performance reviews (which we also sometimes conveniently "forget" to do) thatare outdated for a new generation of workers that demands--and deserves--more frequent conversations.
I'm not sure that two-thirds of my employees are going to leave my firm this year and I sincerely hopenot. But I do get that many workers aren't getting the feedback they want--or deserve--from theiremployers. Given that this is a great labor market, it wouldn't surprise me to see more tumover this year.
"Employers must take immediate action to reverse these feelings of under appreciation anddisengagement," Baumgartner warned. "If they don't, the risk of turnover and under performancein2020 is immense. " She's right.
According to Paragraph 1, the majority of employees plan to quit mainly because of_______. A．their preference for a larger platform
B．their expectation of getting higher salary
C．lack of communication and recognition
D．the influence of social environment