Most people think that employees leave their job due to the company’s low salary structure only. But that’s not always the case. Although employee compensation packages have always been one of the main reasons for employee turnover, there are many other reasons too for employees leaving their job. Whatever, it is a nightmare for the HR manager if the best talent of the organization resigns. In this blog, we will look over the reasons why the employees resign from their job and how to retain useful employees in the organization.
Why Do Employees Leave Their Job?
From the time of recruitment, an organization spends a good amount of money and time behind an employee. The expense includes advertising cost, recruitment cost, training and development cost, etc. Also, it takes time for an employee to understand the organizational culture and offer his best to contribute to the organization. But if an employee resigns before that time, it is a considerable loss for the organization. Here we will try to ascertain the reasons for employees resigning from their job.
- If the company offers a low employee compensation compared to their duties and responsibilities.
- If the employee experiences an unfavorable work environment.
- If there any internal conflict exists in the organization.
- If they find no personal growth in terms of skills, abilities, and knowledge.
- When they are deprived of their attainment due to nepotism and a poor evaluation system.
- If the employee fails to balance between work and personal life.
- If the management tries to dominate employees heavily.
- If the employees find an irregularity in their increment and promotion.
- Lack of empathy and appreciation.
- Lack of respect.
- If employees receive orders from or have to show accountability to several supervisors.
- If the employee has to perform different tasks at different times e.g. if their assigned tasks are not aligned with their position.
- If they are victims of office politics.
- When the employee sees no future in the organization.
- If the employee experiences an extreme level of micromanagement. Read the similar blog “How micromanagement destroy your team”
- When the employee finds very few opportunities to use their skills and abilities.
- If the financial condition of the organization becomes vulnerable.
- If they lose respect for their boss.
- If the company’s policies are too rigid.
- If the employee finds any better opportunity.
How to retain useful employees in the organization?
A high employee turnover significantly affects the company in the long run. If the top management has to spend most of their time thinking about how to retain their best talents, there will not be enough time on their hand to concentrate on other issues that are more important for the company. So, the overall business will be affected. Therefore, one of the common concerns of the HRs of most organizations is to retain their useful employees. Here are the seven approaches to retaining useful employees in your organization –
1. Standard Employee Compensation
An attractive compensation package is the main source of employee satisfaction. Employees normally wish to move to a company that offers comparatively higher financial benefits. So, to retain the best employee the company should develop a standard salary structure. Companies should offer festival bonuses, performance bonuses, profit sharing, paid time off, house rent allowance, transport allowance, subsidized lunch, etc. along with the basic salary. Some companies also negotiate with third parties to offer a big discount on purchasing a car, house, smartphone, etc. for their employees.
2. Financial and other securities
People work to secure their future. Therefore, they demand financial security as well as employment security. When they find their company apathetic about their security they don’t want to stay there anymore. So, a company should offer Provident Fund (PF), gratuity, health insurance, benevolent fund, etc. to ensure the financial security of its employees. The company should give its employees a feeling that their job is secured here. The job or income of an employee should never be threatened in any circumstance. It will reduce their fear of losing their job at any time.
3. Engagement of employee in decision making
Employees desire to respect and honor the company they are working for. And they feel so when they get the opportunity to express their opinion. Involving employees in the decision-making process is a great option to increase their satisfaction and loyalty towards the organization. Also, it inspires the employees to take ownership of the tasks assigned to them. Thus, employee engagement in the decision-making process not only increases employee satisfaction but also escalates their productivity.
4. Clear understanding of company’s vision
A clear understanding of a company’s vision helps the employee to know the future of the organization and the future of their job too. When they do not know the vision clearly they feel like their future in the company is uncertain. As a result, they start spending more time searching for a new job. To make the vision clear to the employees it should be discussed during their hiring process and brought up consistently throughout the term of their employment.
5. Survey the employees
One of the major responsibilities of HR is to survey regularly if the employees are satisfied with their job. Through surveys, HR can get to know whether any employees are facing any difficult time in the organization. Then, they can take necessary initiatives, even conduct one-on-one counseling to solve their problems. Some commonly used cases for surveying the employees are Online Polls, Facebook Surveys, Survey templates, Scheduling Polls, Employee Satisfaction Surveys, AB tests, etc.
6. Strong corporate culture
Arguably the second most common reason for high employee turnover is weak corporate culture. Nobody wants to work in an environment cursed with poor decision-making, lack of transparency, high attrition, domination, etc. Therefore, the organization needs to focus on developing its work culture to retain useful employees from resigning.
7. Employee recognition
The company needs to acknowledge its staff for their performance, behavior, practice, and activities. When an employee is recognized by his supervisor or senior management s/he feels highly motivated. Employee recognition includes but not limited to promotion, increment, award, incentive, showing trust, etc.
Important approaches of retaining the useful employees –
- Standard Employee Compensation
- Financial and other securities
- Engagement of employee in decision making
- A clear understanding of the company’s vision
- Survey the employees
- Strong corporate culture
- Employee recognition