Dealing with
the resignation of an employee
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A common problem businesses experience is the
high turnover rate of employees. Tight competition in the corporate
world today makes it enticing for unsatisfied workers to look for
better opportunities.
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.
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