Top 10 Reasons Employees Resign
Rick Weaver
Award-winning National Talent Acquisition Specialist / Executive Search and Management Recruiting
IAccording to Gallup, 77% of workers hate their job.? That’s right – they “hate” their job.? They do not just “dislike” their job.? It’s not that they “do not care for” their job.? They HATE it! ?Although most will stay put, each day some of this group will turn in their resignations, costing their employer huge turnover expenses.? So why do these employees eventually leave?? Let’s look at the top reasons employees give for finally calling it quits.
We must begin by eliminating a huge myth – “employees leave most often because of money”.? Although, some will tell their employer in an exit interview they are leaving because of wages, it is seldom mentioned when a third party does the exit interviewing.? The real reasons, which follow, are kept from employer-driven exit-interviews because they may be considered negative toward the employer, hurting chances to return to the employer at a later date or to get a good recommendation for a future job.? Sharing this information with third party interviewers, trained specifically to ask the right questions, is less threatening as it does not go back to the employer with a name attached to a specific comment.
Another myth is that employees leave to “find a better opportunity”.? According to the book “The 7 Hidden Reasons Employees Leave” by Leigh Branham, the seeds of discontent go much deeper.? The book supposes that even if this reason was correct and valid, it would signal a failure of management, not a legitimate reason for departure.
There are ten main reasons employees voluntarily leave their employers.? Of course, these ten reasons do not include retirements nor does it include the unpreventable departures due to job or employee relocations, as these cannot generally be prevented.
10. Internal Conflict
9. Favoritism
8. Management focus
7. Unqualified Supervisors
6. Continual Change
5. Lack of Appreciation
4. Benefits
3. Trust
2. Menial Tasks
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People refusing to talk to headhunters
Stacio has been with Del Frisco in Southern California for almost 6 years, which is two to three times longer than the average Sous Chef —- and he has no intentions of leaving.
His loyalty began due to mentoring of his Executive Chef. “We got along,” he says, “and built a great team together. We did the job so we did not need to he ‘helicoptered’.”
His satisfaction continues as he builds the next generation of cooks for his restaurant. “They let me mentor my people, I call them my kids”.
Stacio will never risk receiving this level of satisfaction at another company.
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The secret to retention
Glenn Llopis Group shares what they feel is the secret to employee retention in a short video. Click here to see it. (www.youtube.com/watch?v=vKtx_7u96PI )
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Free exit interviews
Patrice & Associates of Rochester Hills provides many non-fee services for their clients. One is performing exit interviews. Since they are more candid with a third party, this proves the client with knowledge of the real reasons employees are leaving. Contact us: [email protected] or 248-802-6138.
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Nationwide executive search and management recruiter
4 个月Building a culture of open and honest communication, is the first step to training, teaching, mentoring and showing your appreciation toward your employees. They will feel and know they are important to you and your organization.