Why do employees quit
The most common reason for dismissal is a better job offer. More money, interesting sphere, good position and prospects.
According to recent studies, the opinions of Russians are more often dismissed for the following reasons:
Low salary - 48.4% of respondents
Lack of career growth - 36.5%
Thirst for change and uninteresting work - 31.9%
Conflict with management - 20.4%
Excessive workload - 18.2%
The German research institute INNOFACT AG received the following answers as a result of a similar study:
67.7% of employees quit due to not being paid for processing
64.8% could not find a common language with colleagues
60.3% complained about too high leadership requirements and stress
A company may lose an experienced employee due to salary compression.
According to a Korn Ferry Hay Group study, salaries for similar employees in Russia may vary by 83%. New employees receive one third more "old".
Why is this happening? Old employees are not being raised, but in order to attract new employees, they are being increased. This is the compression of salaries.
The reasons for dismissal may be different. The task of the manager is to rectify the situation if he wants to keep the employee. But it’s better to keep track of current problems and solve them quickly.
How to understand that an employee wants to quit
The American business school Huntsman school of business, according to the results of the study, named 13 signs that the employee decided to quit:
Productivity Decreases
Does not meet the requirements of the game in the team
Performs only the required minimum duties
Does not seek manager approval
Loses interest in long-term projects
Behavior changes - often for the worse
Reduced motivation, does not work for the result
Not focused on work tasks
Openly criticizes
Expresses dissatisfaction with management.
Works strictly by the hour or leaves early
Loses enthusiasm
Interest in communicating with customers is declining
An employee is often called on a personal phone. At the same time, he talks without witnesses and calls the interlocutor to “you”. And if an employee suddenly changed his clothing style to a strictly official one and often asked during the working day, he probably goes for interviews.
Another warning sign is that the employee updated the resume and spends more time on recruiting sites.
Worse, if the employee at the same time sends large amounts of information by mail, to the cloud or downloads to a USB flash drive. He can thus try to keep the customer base or the necessary documents. And this is direct theft from the company.
Of course, it is impossible to draw conclusions only on changes in behavior. There can be many reasons. Perhaps the employee does not go to interviews, but to court. She dresses differently because she changed her image. But clearly the leader should be alerted by a decrease in interest in work and a formal approach to tasks.
What to do to the leader
If the manager noticed that the employee wants to quit, he has two ways - to try to keep the employee or to look for a replacement.
How to keep a promising employee
Huntsman school of business is confident that short-term measures are most effective:
To increase salary
To promote
Interested in a new project
Meet with employees regularly and ask what can be improved in the company’s work.
Parallels Vice President Nikolai Dobrovolsky believes: “If a person is really valuable to the team, you should step on the throat of pride and try to keep it.” And if, nevertheless, the employee leaves, to part in a good way and find out what improvements he can offer the company.
There is an opposite point of view - if a person decided to leave, he will leave anyway, there is no point in holding him. But here it is worth talking with an employee about problems in work.
Whatever the manager decides, he needs time to think. And if changes in employee performance are noticeable in the reports, then changes in behavior can be seen only with daily communication.
If the team has trusting relationships, the employee does not need to look for another job to solve his problem - everything can be settled in the working order. And if a decision is made to change the job, the employee will take care to warn in advance and reduce the costs of training a beginner.
The most common reason for dismissal is a better job offer. More money, interesting sphere, good position and prospects.
According to recent studies, the opinions of Russians are more often dismissed for the following reasons:
Low salary - 48.4% of respondents
Lack of career growth - 36.5%
Thirst for change and uninteresting work - 31.9%
Conflict with management - 20.4%
Excessive workload - 18.2%
The German research institute INNOFACT AG received the following answers as a result of a similar study:
67.7% of employees quit due to not being paid for processing
64.8% could not find a common language with colleagues
60.3% complained about too high leadership requirements and stress
A company may lose an experienced employee due to salary compression.
According to a Korn Ferry Hay Group study, salaries for similar employees in Russia may vary by 83%. New employees receive one third more "old".
Why is this happening? Old employees are not being raised, but in order to attract new employees, they are being increased. This is the compression of salaries.
The reasons for dismissal may be different. The task of the manager is to rectify the situation if he wants to keep the employee. But it’s better to keep track of current problems and solve them quickly.
How to understand that an employee wants to quit
The American business school Huntsman school of business, according to the results of the study, named 13 signs that the employee decided to quit:
Productivity Decreases
Does not meet the requirements of the game in the team
Performs only the required minimum duties
Does not seek manager approval
Loses interest in long-term projects
Behavior changes - often for the worse
Reduced motivation, does not work for the result
Not focused on work tasks
Openly criticizes
Expresses dissatisfaction with management.
Works strictly by the hour or leaves early
Loses enthusiasm
Interest in communicating with customers is declining
An employee is often called on a personal phone. At the same time, he talks without witnesses and calls the interlocutor to “you”. And if an employee suddenly changed his clothing style to a strictly official one and often asked during the working day, he probably goes for interviews.
Another warning sign is that the employee updated the resume and spends more time on recruiting sites.
Worse, if the employee at the same time sends large amounts of information by mail, to the cloud or downloads to a USB flash drive. He can thus try to keep the customer base or the necessary documents. And this is direct theft from the company.
Of course, it is impossible to draw conclusions only on changes in behavior. There can be many reasons. Perhaps the employee does not go to interviews, but to court. She dresses differently because she changed her image. But clearly the leader should be alerted by a decrease in interest in work and a formal approach to tasks.
What to do to the leader
If the manager noticed that the employee wants to quit, he has two ways - to try to keep the employee or to look for a replacement.
How to keep a promising employee
Huntsman school of business is confident that short-term measures are most effective:
To increase salary
To promote
Interested in a new project
Meet with employees regularly and ask what can be improved in the company’s work.
Parallels Vice President Nikolai Dobrovolsky believes: “If a person is really valuable to the team, you should step on the throat of pride and try to keep it.” And if, nevertheless, the employee leaves, to part in a good way and find out what improvements he can offer the company.
There is an opposite point of view - if a person decided to leave, he will leave anyway, there is no point in holding him. But here it is worth talking with an employee about problems in work.
Whatever the manager decides, he needs time to think. And if changes in employee performance are noticeable in the reports, then changes in behavior can be seen only with daily communication.
If the team has trusting relationships, the employee does not need to look for another job to solve his problem - everything can be settled in the working order. And if a decision is made to change the job, the employee will take care to warn in advance and reduce the costs of training a beginner.
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