Wednesday, June 2, 2010

Hidden Reasons Employees Leave

90% of Hiring Managers believe that employees stay at, or leave a company, based primarily on money factors. But in a recently published book titled “The 7 Hidden Reasons Employees leave,” 19,000 current and departing employees were interviewed to reveal more accurate reasons why employees leave.

The job or workplace “was not as expected.” Managers misrepresent pay, or promotions that were promised never happen. Expectations weren’t met.

There’s a mismatch between the person and the job. Employees may not be aware of the strengths and weaknesses and what interests them in a job. And sometimes, managers are in too much of a hurry to fill a position to accurately evaluate a candidate’s skills and fit. The result is a bored, stressed out employee.

There’s not enough feedback or coaching. The symptoms of this issue on the manager’s part are inattentiveness, irregular or nonexistent feedback and criticism and no praise.

There are too few growth or advancement opportunities. There may be barriers between departments, training focused mainly on current positions or lack of help to define career goals. Information on career paths and job requirements should be openly available internally.

Employees feel “devalued and unrecognized.” Problems may arise if good employees are overdue for pay increases or are paid the same as those that may underperform.

Employees suffer “stress from overwork and work-life imbalance.” Look for those that are consistently working late, work though their lunch, work sick, take home work or don’t take vacations.

There’s a loss of trust in top leaders. Many workers see those at the top as greedy and unconcerned about their employees. Keeping workers trust is vital.

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