One of the most common questions by an employer is “What is the reason that you are looking for a job change?”
There are many reasons for an employee to quit their current job. And, today, remuneration is not the only factor an employee looks for!
So, let’s take at some of the key reasons why an employee decides to quit an organization.
Ignoring the voice of the employee
Every organization has its own set of rules and regulations, therefore it’s important for human resources personnel to not promote the many benefits of the company but also encourage valuable feedback (the true voice of the employee), which can be negative too. This will help you track, analyze and revise aspects that could trigger an employee to quit the organization.
Unable to explore more than one skill
You may hire the best of the best skills but a monotonous daily task can lead to boredom and with time may lead to increased attrition rates in the organization. Encouraging employees to pursue alternative skills will enhance their experience of working within the organization and makes for loyal employees.
For example, allowing a content writer to enroll in a digital marketing program reimbursed by the company, will add to their portfolio, who in turn, will help you spread good word of mouth about your organization.
Rigid work environment
Employees who spend more than eight to nine hours mostly consider their organization as their second home. Now, hiring new candidates and performing micro-management can reduce the employee’s interest in a short time. Therefore, apart from defining break-time, giving an employee the opportunity to grow by themselves will make them treat the organization as their own and perform their best while sticking with the company for a long time. Of course, in the case of a newbie, mandated training is always suggested, however, experienced employees feel motivated to perform their daily tasks as per the knowledge and training they experienced throughout their career.
Importance of HR in an organization
HR professionals are the ones who act as mediators between other stakeholders for filling the vacant job profiles for the organization. However, the challenge to HR is not only to continue to provide career opportunities to employees but also to provide job enhancement and job enlargement opportunities.
Key pointers:
- Establishing a fair, flexible, and consistently administered workplace
- Facilitating promotions within their workplace by allowing employees with career coaching, helping stakeholders develop clear selection criteria, and motivating others who are not selected for promotion
- Ensuring promoted employees make a smooth transition
- Strengthen employee’s skills in expectation of future opportunities within the organization
- Although HR professionals have many responsibilities related to designing and implementing career paths and methods for employees to grow and advance, they must also receive guidance in navigating and advancing their own careers.
Closing note
If employees are not offered a career ladder, it can prove to be monotonous and lead to higher attrition rates for an organization. However, with the above, you can always experiment with new perks that can motivate and actually make employees consider your organization as a happening place allowing them to make the best out of their time spent within the organization.