Dealing with the resignation of an employee
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When you ask businessmen what problem they encounter in terms of manpower, they would oftentimes give you one answer – resignation. High turnover rate is bad for business, as this would only mean cost. It must be noted that training personnel can be expensive. Just imagine conducting such once in a while due to some employees deciding to quit their jobs. This would greatly affect the operation of the company. Hence, it is not a wonder why many firms are continuously finding measures on how to reduce employee turnover.

But before going into details on how companies should manage their workforce, it pays to take a look at some reasons why workers leave their present jobs. Generally, unsatisfied employees are the ones who easily resign from their post. There are however many issues involved that contribute to the state of a certain worker being not happy with his or her job. A 2004 study named seven reasons as to why employees, especially those newly hired, leave their jobs.

The first reason cited by the said study is a workplace that falls short to the expectation of the worker. Jobseekers usually apply for a job in a certain company because he or she has an idea of what kind of atmosphere it offers. However, not all expectation are met and sometimes, this could be a source of unhappiness. It is true that there are employees who are particular about the work environment. Second reason identified is a mismatch. This means that the job is not really suited to the employee. In this case, the worker would not feel any fulfillment in his or her job. The same study places lack of coaching in third spot. There are people who could work better when they are informed of their strengths and weaknesses. This tells them they are being needed by the organization. When they feel their supervisors do not care about their outputs, they leave and look for other jobs.

Few opportunities to grow are the fourth reason why people quit their work. It must be noted that professionals are always on the lookout for advancement in their careers. If they see no more room for progress within the organization, they would most likely resign. Fifth reason is being unrecognized. Employees would want to be appreciated for their efforts. Sometimes, recognition plays an important role in boosting the morale of workers. Sixth on the list of reasons is stress. Employees who are stressed out due to extra duty tend to lose the urge to go to work. If they could not bear the stress, they quit and look for less stressful jobs. The seventh and last reason is loss of trust in the higher management. This is quite understandable. No employee would want to stay in an institution where leadership is deemed not reliable.

Based on the seven reasons identified by the study, there is one way that companies may address employee turnover. Business owners should take care of their workers. This would mean giving them competitive compensation and the right benefits and privileges. Most importantly, companies must continue to motivate their employees and recognize them for their efforts. Remember that a stable workforce is essential for the success of any business.