Employee retention

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Permalink Reply by Evelyn Enriquez Nielsen on July 11, 2008 at 3:01am

There are many factors of why Employees are resigning:

Most commom factors:
Salary - Office Environment - Stagnation of Talents (Employees works for many years and not being developed)
Poor Leadership.

I wrote Employee Turnover in Hospitality Industries and i found out above-mentioned factors.

Factors are different from Country to Country, i did my research and thesis in the Philippines, where Managers are being spoiled of everything (Company pays 40% of their cars, etc. etc., and still they leave their employers).

Why because of inflation: Poverty and Turnover in Asian Countries are amazing to uncover, as people would like to explore their talents and earned a living to compensate their education and potential outside their countries.

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Permalink Reply by Joseana on July 12, 2008 at 4:58pm

Hi Evelyn,
thank you for your information!

Cheers

Joseana

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Permalink Reply by Tayyiba on July 13, 2008 at 7:13am

I hav done a sort of survey a few years back and found out that people leave organization due to various reasons.the reasons vary from person to person.
it is possible dat if one person prioritize finanical satisfaction n this is fulfilled,,,he will not leave the organization.
but there r cases when people think that their esteem needs and self actualization needs r not being satisfied in an organization they tend to quit.

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Permalink Reply by Paolo Bicca da Silva on July 13, 2008 at 8:37am

Tayyiba, in my experience we neeed separate the levels about reasons. For managers and professional, the environment and climate have a strong impact to decision to leave the company (not only wage or position). But I verify an interesting situation: from 28 to 35 years old (near), the people wants a fast growth ans, frequentily, the way to reach this is leave a company to start in other company with a better position and remuneration. Maybe it´s can be a situation in Brazil, but I wish it´s happen in other countries too.

regards.

Paolo

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Permalink Reply by Ibtisam Ullah Khan on July 14, 2008 at 2:59am

Dear Joseana

As per my experiences, the major reasons of leaving is " Management and Employees Relationship", secondly "Working Environment" and on third place " Salary and Perks"

For beginners ( Age 22 to 28) shuffling is a common practice, but in mid career (28 to 35) where a person has more responsibilities ( mostly married, have kids), the shuffling slows down and people seek long term sustainable growth within the organization.

There is one more important factor and thats the Nature of industry and current status of organization, like in telecom sector, its in boom, so much oppertunities and high salaries and perks, people change their jobs because there are oppertunities or the other case will be an organization that is within the phase of recession, people will leave the organization due to high risk and job security.

Mergers and Acquisitions, Privatizations also have an impact on employee retention.

So in my thinking it depends on so many factors like, Age, Socio - Economic conditions, Industry, Organization Structures, Approach towards career, Available oppertunities,Compensation and Reward System etc

BR

Ibtisam

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Permalink Reply by gladys omorodion on July 14, 2008 at 11:16am

hello

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Permalink Reply by gladys omorodion on July 14, 2008 at 11:26am

some people leave due to unfavourable terms of employment,some due to lack of motivation

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Permalink Reply by Avnish Jain on July 21, 2008 at 2:59am

Hi loseana,

Following are the reasons,

1. Most people leave their jobs because of their supervisor or team leader!
What is it about this workplace relationship that makes it the number one reason so many people leave their jobs? Basically, it’s a lack—of
trust, of communication, of relevant and timely feedback, of appreciation, of fair treatment and of information.
In many organizations the size of the company becomes the reason for the “lack ofs.” Sociological research indicates that once a business entity grows to more than 150—200 people the “lack ofs” grow into “issues” because managers, supervisors and/or team leaders get too far away from their people. When you go higher in the organization, you begin to “see” a lack of familiarity. A lack of familiarity appears to breed discontent, which results in a high rate of turnover.

2. Because the bosses just do not care whether their subordinates are happy or otherwise.
Why they do not care? because their performances are not measured by productivity.
If their performance is measured by the quality of staff they have then they would take care of that assets.

3. The confidence factor. Organizations often look like they're more out of focus when they're seen internally, rather than externally. It's not always clear to employees what the strategy is, and even when there's a clear-cut strategy, it might not be apparent that it's linked to the long-term mission and health of the organization. When a key employee loses confidence and hope, he or she may begin to think the grass is greener in another company, where there seems to be more focus.

4. The emotional factor. Key employees need to be recognized, rewarded and developed. When employees leave an organization, they often site lack of recognition, inadequate rewards and too little focus on their personal development as reasons to move on. When employers fail to fulfill these needs, they inevitably conclude they have no choice but to move on.

5. The trust factor. A feeling often expressed upon departure is: "There were too many broken promises and commitments that weren't kept. They weren't loyal to me. Why should I remain loyal to them?" Trust is a two-way street--it begins with the employer, and employees respond in kind. Psychologists refer to this phenomenon as transference--the ability of one person to transfer his or her care to another. A broken promise, whether implicit or explicit, breaks the underpinnings that support the trust paradigm.

6. The fit factor. Key employees who dedicate themselves to their organizations need to feel as though they fit--that their values and principles match those of the organization. We frequently hear exiting employees say, "I didn't fit in with the team like I used to." It's much easier to leave a manager or team that you don't like, or more importantly, that you believe doesn't like you.

7. The listening factor. Key employees need to believe they're being heard. This is perhaps the most frequently cited reason why employees leave an organization. They believe they're not being heard. Failure to say exactly what's needed and expected of them becomes a hurdle that tires out employees, and ends in statements like, "It isn't worth it anymore."

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Permalink Reply by Tayyiba on July 24, 2008 at 7:43am

u r absolutely rite Anvish..

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Permalink Reply by Rupali Agarwal on July 22, 2008 at 6:03pm

Some factors like-

Job dissatisfaction
salary
Office Environement and so many time Manager's behavior

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Permalink Reply by ify on July 24, 2008 at 11:09am

The ethical standards, values and morality of line managers and the organization as a whole in their relations with stakeholders,society,emplyees play a role amongst professionals.

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