Whether the economic system is good or bad, and no matter how much they are paid, many of best employees decide to leave the organization. The question we all deal with is why situation (?), why does an employee leave or stay at an organization? Or what motivates for employees, and how can companies motivate people to stay longer period? , What is a “good” rate of turnover and how do we know who tempt to stay and who wants to let go?
This article cannot hope to answer above questions in any detail, let’s have few minutes at the subject and see what we find. Firstly, when employees are asked why they leave for organization, they usually give answers like: A better work/life balance, more money, a better opportunity for career growth, more independence and control over their own work, And of course job security.
On other hand while looking at the recent history management working styles they have got changed in to many folds, worked hard to give employees more time off and more benefits. Employers have increased compensations, enriched and embellished jobs until some employees are now complaining that their jobs are too enriched, and they have offered employees more liberty over the sorts of operations they do, where they do and how they do it. What is surprising here is that turnover, which should be at an all-time low given these slow economic conditions, is about the same as ever. Yes, the rate has decelerated a bit and few organizations are getting the 20%-25% turnover rates of in the recent years but (good, valuable) people are still leaving whom the company want to keep. Hence the question arrives here: what are the exact reasons why employees leaving the organization and what can do about to control?
To analyze it further what is crucial thing (s) here is to concentrate is (?) no single factor in or in raising retention rates in a company similarly so many others factors are involved here, finally, it is the systemic effects of several factors which leads to a final conclusion. Below are few things:
- The job role or work environment was not as expected:
This might be the one of common most reason, therefore, ensure that you know what your expectations are (?), and identify prime business needs before scheduling to the job interview. Then trial the job against those requirements during that face to face or telephonic interview. What you learn from here will help you to make a well-informed, unbiased decision approximately whether it makes sense to choose the job. It may be difficult to refuse what seems like a good job offer at a time when job offers are less, how ever, it’s much better to refuse or ignore an offer than to put in a short stay in an employment history.
2. Coaching and feedback:
In order to keep motivated, engaged, people necessitate knowing that they are on the right path; Majority employees believe their companies keep them well-informed about where they stand or knowledge gain. When you are interviewing, ask your prospective questions (?) such as: How do you help your employees to achieve their personal development goals?, What systems are in place to provide trainings or coach the members and finally to provide the feedback?”
3. Growth and advancement opportunities:
Even in a flat organization, employees who perform substantially should be able-bodied to attain career growth, recognition, and self-satisfaction. Often, an employee leaves a company quickly because they can’t find how their career path looks like (?) or their expectations are unrealistic.
4. Stress (from over time) and work-life imbalance:
According to few industry sources, lesser than the 25% of employees are balancing their work and nonwork lives. Work tensions or pressures can pile up as a result of long working hours and project timeline pressures. Many companies are aiming to address this issue seriously for improving employees’ work-life balance. Still, lean times intend more work for those employees lucky enough to have jobs, aggravating an already challenging situation. A long work week may not scare, how ever, how much employee experience had handling with real time deadlines? Finally, it’s up to the employee to figure out how to get the work done under pressures or in timelines and still have a satisfying life.
5. Leadership confidence:
In few organizations, a combination of employee firing, financial dirts, and absurd pay feeds employees the belief that Chief Representative assisting themselves at the trough at the expense of the other employees. How ever that’s not why employees leave the organizations. Employees leave the organization because they have a poor relationship with their supervisor, not with the Chief Representative of organization. If your line manager isn’t the kind of person who you’d trust, or if you have no assurance that your work is adequately symbolized to higher authorities, you might be headed for the door—how ever don’t be precipitate. Are you sure you’re right about your line manager? Can the relationship be bettered? If not, find out is an internal transfer is available for you? Inquire in to every possibility to get out under a line manager that you don’t trust, instead short tenure of the organization.
6. Money…..what it plays?
It’s not the money in majority of scenarios and it rarely causes employees to leave their jobs. Greater compensation is nice, how ever, evidently it isn’t the key factor for employee retention. Final thing staying longer at your companies will leads to better future opportunities. Thus, target to take full advantage every aspect during your professional life, especially in the start up time. If you succeed in this stage, the compensation and benefits will automatically follow you with the experience that you gain.