The 7 Hidden Reasons Employees Leave
- Author: Amitai Givertz
- Posted: August 2, 2007
- Category: Employee Retention
- Tags: No Tags
- Comments:
Recruiting by Numbers: Thursday, August 2nd, 2007
- The job or workplace was not as expected.
- There is a mismatch between job and person.
- There is too little coaching and feedback.
- There are too few growth and advancement opportunities.
- Workers feel devalued and unrecognized.
- Workers suffer from stress due to overwork and work-life imbalance.
- There is a loss of trust and confidence in senior leaders.
Leigh Branham, Keeping The People, Inc.
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Comments (3)
Comment by Chris Young, August 8, 2007 at 11:37 pm
The real reason employees leave is because they don’t fit the job in the first place. If you look at just about all of these 7 Hidden Reasons Employees Leave - pretty much all are a direct result of the person not being the right fit in the first place.
My experience…
- Understand the job through a job benchmark.
- Profile candidates and compare their results to the job benchmark.
Most employee disengagement are a direct result of being in the wrong job - “Job-Me Conflict” and the balance is a result of lack of interpersonal effectiveness with their boss and team members.
Respectfully,
Chris Young
701-530-0806
Comment by Amitai Givertz, August 13, 2007 at 6:15 am
Chris:
Thanks for your comment and observations although I’m not sure I agree with you.
You say ‘in the first place’ as if to suggest that screening and assessment alone could avoid the problems mentioned above although I don’t immediately see how, except for number two of course.
You then suggest the reasons that employees leave can be avoided through job and candidate profiling. I agree that having a good profile — and recruiting to that profile — makes a huge difference to retention on the back end but it seems to me that the items above have much more to do with employee engagement and poor management and workplace environment, don’t you think? After all, if the employee leaves after a number of years work then the reasons cited above probably have more to do with job conflicts that arise and develop over time than those that could have been avoided through targeted selection alone.
Comment by Lavinia Weissman, August 14, 2007 at 6:12 pm
The reality is that jobs are out of date from the moment a job description is written. It is the person who makes the job and creates value. If you apply for a job in a company that does not value performance than you should leave anyway. However in any company, department, function, job category there are a set of skills and competencies germaine to “a job”.
Apart from that their is the issue of culture and performance and how that is being cultivated and crafted. As a coach, this is the most key aspect of employing and working with people that I work on with any leader.
I have interviewed as many as 7 people who left their jobs who were excellent at their job for one employer. The employer wanted to find out why they lost 7 people in this category over 2 1/2 years. I found out. The employer did not value these people. It was exceptionaly costly to the company and each person I interviewed walked into a comparable job at another company in a better situation. Translated, no leadership in the company.