by Ann Gabriel | World Executives Digest |
Employees come and go for a lot of reasons. Working moms reason out that they have to stay at home with their kids when their yaya’s have to move on to somewhere else. Some married employees reason out that they have to be with their spouses, who will work permanently out of the country, while others use ‘continuing education’ as a reason. These are just some of the compelling reasons why employees resign.
Life events, like the ones I mentioned above are way too difficult to address and most often than not have become challenges to the human resource management department.
A company’s culture and environment, how an employee’s perceives his job, and the opportunities that are available often influences an employee’s desire to stay with the company or not.
It is vital that bosses make it a point to frequently communicate with their subordinates. Happiness at work is important for employees. Most employers fail to consider that communication plays a key role in employee retention. The employees’ sense of belonging and the importance of their roles in the company are often not communicated properly. Feedback mechanisms should always be in place. Praises must be generously spread out to every member of the team for doing excellent work.
Retention issues are often dissolved if employers and bosses keep in touch with their employees.
Most companies fail if the systems, processes and company requirements are not properly defined, understood and supported by employees.
First and foremost, employers must make employees want to stay. How do they do it exactly? Employers must support the most important needs of their employees for meaningful work, market compensation and benefits, and the ability to have an effect on their work and workplace.
Employers must hold focus interviews to determine why they remain with their current employment. It is recommended that employers pay attention to and enhance the factors that the keep employees motivated to go to work.
An employee will search new jobs for several reasons. The employer must make it a point that they identify these reasons before they resign.
There will always be great opportunities. Employers must ensure that the greatest opportunity for every employee is always there in their organization.
Here are the eight compelling reasons why people leave a company.
Failed working relationship with the boss
Employees must have a good working relationship with their immediate heads. Employers often forget that the roles that immediate heads play are vital to an employee’s daily working life. Someone should provide the directions. Someone should give feedback to the employees. Someone should spend time communicating with employees. Someone should tell employees how important their roles are in the organization. That someone is the immediate head.
The employee’s engagement, confidence and commitment decreases if he/she has a bad working relationship with the boss.
Employees will always want challenging work, but if they find their work boring and monotonous, they might consider seeking a new job that challenges them. Every employee will want to enjoy and love their work. Employers must make their employees feel energized to go to work, rather than employees feel like they are dragging their feet to work.
Bad relationships with coworkers
You will know how conducive your working environment is when the employee has a good relationship with his/her coworkers. The employee’s team members are critical components of an employee’s work environment. Yes, these are the people with whom the employee sits with, interacts with and serves with in a team.
Having a best friend at work will mean that an employee is happy on their job. Good relationships with coworkers retain employees. Bad relationships decreases employee retention.
Less opportunities to use skills and abilities
When employees are given the chance to use their skills and abilities on the job, most often than not, they will feel a sense of pride, accomplishment and self-confidence. They will participate more on tasks or activities that they are good at.
Employees want to sharpen their saws. If their employers give them the opportunity to develop and grow their skills, they will be motivated to perform better.
When employers fail to consider to plan a path for the continual growth of an employee, they will likely look for another job or a company that will consider their continual growth elsewhere. Communicating with employees will ensure that there are plans for them in the future.
Failure to communicate the employee’s role in achieving the firm’s business goals
Discussing the relevance of each employee’s job or role in achieving the organizations business goals is vital. Employees need to know and understand that they are part of an overall effort that the organization is trying to achieve. The employees must understand that their role is part of an effort, that is larger than just they perceive to be doing.
It is wrong to assume that there is no need for managers to communicate this to their subordinates. Employees need help in understanding the connection of their job to the corporate goals.
Employees want to do something that makes a difference. Something that is not the usual work that they do but something more or beyond what they can do. Managers must help employees see where their work contributes to the execution of deliverables. Something that can be relevant to the goals of the organization and more efficient at the same time.
Organization’s financial stability
Lay-offs, salary delays, low sales volume, partnerships and acquisition of new companies have all led to an employee’s feeling of instability and lack of trust.
When employees worry, they begin to start looking for new jobs. It is important to be transparent to your employees. By involving employees, they become supportive of the organization’s plans
If employees respect your judgment, direction, and decision making, they will stay. Otherwise, employees will leave. Employees will always think of their own financial stability. They will always consider their families when they decide.
Corporate culture is bad
If the corporate culture is bad, employee’s dissatisfaction to the organization increases.
The organization must show how appreciative it is to their employees.
Employees must be treated with respect.
The work environment must be conducive to employee satisfaction and engagement. The organization must make employees feel that it is a great place to work in.
The employees will appreciate a workplace in which communication is transparent, management is accessible, executives are approachable and respected, and direction is clear and understood.
Management’s recognition of employee job performance
Failing to recognize an employee’s contribution to an organization is considered as a mortal sin. Lack of it can affect culture. Employers must provide a lot of genuine appreciation and recognition to employees’ outstanding performance.
Addressing the compelling reasons why people leave a company that I mentioned above, will reduce the high turnover rate and retain your most valued employees. If not, you’ll be holding regular exit interviews. Consider the expense that you have to undertake as an employer when recruiting new employees.
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