Reasons Behind Early Exit of Employee(s) from any Company
Reasons Behind Early Quit of Employeesfrom a Company.........by Iris-Corp
Relationship with BossEmployees don’t need to be friends with theirboss but they need to have a relationship.The boss is too much of an integral part oftheir daily lives at work for an uncomfortablerelationship. The boss provides direction andfeedback, spends time in one-to-onemeetings, and connects the employee to thelarger organization. To have a toxicrelationship with the person an employeereports to undermines the employee’sengagement, confidence and commitment. Abad boss is also the number one reason whyemployees quit their job.
Bored and unchallenged by the work itselfNo one wants to be bored and unchallengedby their work. Really. If you have anemployee who acts as if they are, you need tohelp her find her passion. Employees want toenjoy their job. They spend more than a thirdof their days working, getting ready for work,and transporting themselves to work. Workclosely with employees who report to you toensure that each employee is engaged,excited, and challenged to contribute, createand perform. Otherwise, you will lose them toan employer who will.
Relationships with co-workersWhen an employee leaves any company, every emailthat is sent to the whole company, to say good-bye,includes a comment about passionate coworkers whothe employee cares about and will miss. Second onlyto an employee’s manager, the coworkers with whomhe sits, interacts and serves with on teams, arecritical components of an employee’s workenvironment. Research indicates that one of the 12factors that illuminate whether an employee is happyon their job is having a best friend at work.Relationships with coworkers retain employees.
Opportunities to use skills and abilitiesWhen employees use their significant skills andabilities on the job, they feel a sense pride,accomplishment, and self-confidence. They areparticipating in activities that they are good at andthat stretch their skills and abilities even further.Employees want to develop and grow their skills. Ifthey’re not able to do this in your jobs, they’ll find onewhere they can. This includes opportunity. If anemployee can’t see a path to continued growth intheir current organization, they are likely to lookelsewhere for a career development or promotionopportunity. Make sure that you’re talking with themand that you know their hopes and dreams.
Contribution of work to the organization’sbusiness goalsManagers need to sit with each reporting employeeand discuss the relevance of the employee’s job andkey contributions and deliverables to the overallstrategy and business plan of the organization.Employees need to feel connected and that they arepart of an effort that is larger than just their job. Toomany managers assume that the employee willreceive the communication from executive staff andmake this leap. They don’t. They need your help tounderstand and connect their job to the biggerpicture. If they’re not part of it, you’ll lose them.
Autonomy and IndependenceOrganizations talk about empowerment,autonomy, and independence, but they arenot something that you can do to people orgive them. They are traits and characteristicsthat an employee needs to pursue andembrace. You are responsible for the workenvironment that enables them to do this.They are responsible for doing it. Create aculture of accountability, you createempowerment as employees own andexecute their responsibilities. Without this,your best employees will leave.
Meaningfulness of JobYes, meaningful work. We all want to dosomething that makes a difference, that isn’tbusy work, or transactional work, and thatcontributes to something bigger thanourselves. Ambitious and doable. But,managers must help employees see wheretheir work contributes to the execution ofdeliverables that make a difference in theworld. Help employees connect to why theirwork has meaning or they will find anemployer who will.
Organization’s Financial StabilityFinancial instability: a lack of sales, layoffs or reducedwork hours, salary freezes, successful competitorshighlighted in the news, bad press, employeeturnover, mergers and acquiring companies, all leadto an employee’s feeling of instability and a lack oftrust. Employees who are worried tend to leave.Make every change and potential changetransparent. Let them know how the business isdoing at all times and what the organization’s plansare for staying on track or recovering in the future.But, the most important issue here is the employees’trust in and respect for the management team. If theyrespect your judgment, direction, and decisionmaking, they will stay. If not, they will leave. After all,they have the financial stability of their families toconsider when they decide which executive they willfollow – or not.
Overall Corporate CultureWhile it’s not the top item on employee lists, theoverall culture of your company makes a differencefor employees. Does your organization appreciateemployees, treat them with respect, and providecompensation, benefits, and perks that demonstraterespect and caring? Is your work environment forpeople conducive to employee satisfaction andengagement? Do you provide events, employeeactivities, celebrations, and team building efforts thatmake employees feel that your organization is a greatplace to work? Employees appreciate a workplace inwhich communication is transparent, management isaccessible, executives are approachable andrespected, and direction is clear and understood.Your overall culture keeps employees – or turns themaway.
Management’s recognition of employee jobperformanceMany place employee recognition further up the list,but this is where recognition scored in a recentSociety for Human Resources Management (SHRM)survey of employees. While recognition is important,it is not among employees’ chief concerns. A lack ofrecognition can affect many of the above factors,especially culture, but it’s probably not the decidingfactor in an employee decision to leave yourorganization. Provide a lot of genuine appreciationand recognition as icing on the cake for employeeretention. But, pay attention to the more significantfactors, the cake, if you wish to retain your bestemployees. Make recognition the way you live in yourorganization to keep your best talent.
And the question is why employee(s) joiningyour competitor might be possible that yourcompetitor is providing them best scope,perks & working culture. So, its very muchessential to understand the working culturesalary structure, bonus & incentive policy andother facility provided by your competitor.These things help you to find root cause tojoin your employee(s) in other organization oryour competitor organization.