10 Reasons for Employee Resignation – and how to deal with it
After 2010, the number of employees who voluntarily quit has continued to increase.
But why are these statistics? Even if more positive changes have taken place in the career field, are the Labor Party members really not as happy in their career as they were 10 years ago? Or is the reason more complex?
The study found that this was not because workers were dissatisfied with their work, but because they thought they could make better choices, challenges and support in other places. Millennials may place special emphasis on sustained growth and improvement, and often find that transition is the best way to achieve these goals.
Job hopping is sometimes a wise and positive decision, but it also brings challenges. If personnel flow is too frequent, it will bring great pressure to employers and employees. Many employers and employees take measures with high job satisfaction to retain workers.
Whether you are an employer, employee, self-employed, or even a combination of them, this article can help. We will understand the main reasons for employees leaving and how to deal with relevant challenges.
- Better opportunities
Perhaps one of the easiest reasons for employees to resign is that they find more interesting opportunities elsewhere. This may mean better wages, more promotion opportunities, better vocational training, etc.
A good way to solve this problem is to provide training opportunities at work, or regularly communicate growth opportunities or more responsibilities between employers and employees.
- Increase flexibility
Many workers are trying to balance their work responsibilities and family life. Now people have higher expectations for achieving “work life balance”. Many workers leave their jobs due to inappropriate working hours or disharmony with others, and they are seeking greater flexibility.
Help solve problems by further discussing flexibility and providing opportunities to work remotely or from home. This can be particularly useful when trying to reduce the number of worker absences or sick leave.
- Feeling undervalued
This reason may be more difficult to determine, but it is still regularly reported as a reason for leaving. When employees feel that their contributions have been ignored or not received enough praise and recognition, their job satisfaction will even hurt their value.
Employers have developed ways to encourage, challenge and even reward employees to deal with this problem. Employers who praise employees from a more micro perspective and thank them for their contributions are more likely to maintain a happy workforce.
- No feedback
Many workers lack communication in their work, which means they will soon find work elsewhere. The lack of feedback in the role may mean that they can hardly hear how well they are doing in the role. Without regular performance appraisal, employees can deprive themselves of the opportunity to provide feedback.
When communication feels like “two-way distance”, employers and employees are more likely to be satisfied when they have the opportunity to give feedback and also have the opportunity to get feedback.
- Negative business culture
Workplace bullying or gang behavior is carefully monitored and handled in the best workplace. But they may be more insidious and harder to detect. Because when employees retire due to a negative business culture, it is generally difficult to report this behavior.
Ensuring open communication channels and, if necessary, secrecy is the key to combating this problem. The cultivation of team building activities, sociability, consideration and respect atmosphere is also very important for the happiness and maintenance of employees.
- Invalid task
Many employees who hold this position will find their skills are inconsistent and inappropriate, so they change jobs. This may be because the recruitment advertisement is not detailed enough, the interview is not thorough, or the description of the designated role is ambiguous, leading to misunderstanding of its responsibilities.
More employers are recruiting professionals and companies to deal with this problem, and they can determine the best candidates at the earliest stage. This minimizes the possibility of inappropriate employment.
- Physical working environment
A bright, clean and pleasant working environment helps to promote communication and cooperation, and also helps to maintain employees. This does not seem to be the most important reason for employee turnover, but the unattractive workspace will certainly affect decision-making.
- Lack of stability
Many things are sporadic in nature. Shifts, irregular working hours, or freelancer planning may feel a little unstable. But there are also ways to help employers provide a sense of security.
Timely and honest communication, recognition of irregular schedules and efforts to stabilize other areas of work can also be positive contributions.
- Growth is not here
Employees usually like professional growth and opportunities for growth, but they can also expand their views on the company. Employees are more likely to stay on when they believe that the company itself is growing, developing and expanding.
For example, this does not necessarily mean accepting more customers or producing more products, but in short, it may mean that the company has taken a gradual approach and has been looking for opportunities for improvement. Employees believe that companies that are flexible, progressive and pursue new opportunities often perform better in retaining employees.
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Explore challenges
Employees change jobs most often because they are looking for new challenges. However, employers can help in their current role.
Through regular communication and honest discussion, challenges can be created through additional education, more responsibilities, and the creation of new roles and titles. When employees feel challenged, they tend to perform better and bring greater value to themselves and employers.
Greater sense of achievement, self-confidence and job satisfaction from challenges mean that employees are more likely to stay in this position.
