subject: The Real Reason Why 1 in 5 Employees Resign [print this page] The Real Reason Why 1 in 5 Employees Resign
Consistent with independent analysis conducted by an external exit interview organisation, the real reason that one in 5 workers resign is due to their manager.
Perhaps one among the main benefits of getting an external organisation interview outgoing staff is that employees are more seemingly to convey really honest answers to an impartial third party. Collecting the data from these real answers will allow employers to a lot of exactly establish the main areas that are driving the turnover of employees in their business. Once this information is correctly identified employers will higher allocate their resources in an attempt to address these issues and consequently reduce their workers turnover rates.
In most cases, it can be found that staff members who are internally interviewed on their reasons for leaving typically give what are thought of the commonly 'acceptable' responses. It's thought that this can be because they are concerned about how their comments and feedback can be received by their employer and don't essentially wish to destroy any relationships that have been established throughout the course of their employment.
In internally conducted interviews the foremost common, and 'acceptable', reasons that are given include moving to a more senior position elsewhere, heading overseas or family circumstances.
With national staff turnover currently at a rate of eighteen%, Australian businesses are losing $100 billion annually on lost productivity, coaching and recruitment.
Most employers underestimate the amount of management that they have over their individual business' employees turnover rates. In line with the statistics, nearly 0.5 of all workers members that leave their jobs say that they could have been convinced to stay. Curiously, in 2 thirds of cases employers have created no attempt to alter their minds. This one easy action might doubtless save business homeowners sixty six% of their workers, with countless amounts of cash, time, productivity and unnecessary stress.
A large range of employers readily assume that the most reason their employees move on is that the lure of larger salaries. It would appear that this can be not the case, with solely 14% of workers stating pay rates as a major influencing issue on their call to leave.
It's been found that the most commons reasons that staff leave their jobs are:
* Little or no opportunity for career advancement
* A lack of interest in the particular everyday work that is required
* The present job role does not challenge the individual
* Poor leadership and management relationships
* The will to pursue a replacement/completely different career
Managers play such an instrumental role in shaping each employee's career and furthering their skills base. Because of this, and in light-weight of the comparatively high national employees turnover rate, it is extremely vital for staff retention purposes that managers are constantly, and correctly, addressing the on top of areas for each individual employees member.
For additional data on any employment connected problems from recruitment and retention to payroll and contracts contact the team at The Quinn Group by calling 1300 QUINNS or click here to submit an online enquiry.
