10 main reasons for staff turnover

employee turnover is detrimental to many organisations. Just the costs of finding a suitable replacement (recruitment, interviews, administration, etc.) often exceed a full year's salary. This is especially true when the original employee had scarce and non-transferable knowledge, competences, etc. In short: Understanding reasons for departure is important for almost all organizations.

It is also not surprising that many articles have been published around this topic. This article explains the main reasons for taking into account in future.

Reasons for staff turnover

Based on the study of Griffeth, Hom & G (2000), the following 10 main causes are identified:

Satisfaction - The degree of Satisfaction about the current employer and related work determine to a large extent whether someone wants to leave. Is satisfaction decreasing? Then chances are that employees will take the initiative to leave the organisation.

2. Involvement - To a slightly lesser extent involvement a role. Is the employee often on time, present and committed? Then the chances are that they will not decide to leave the organisation.

3. Length of employment - How long someone has worked for the organisation to date is a strong predictor of future departure. At a certain point, employees are insufficiently challenged, work becomes routine and, as a result, they derive less satisfaction from their work. It is striking that this tendency is especially visible among employees younger than 40 years.

4. Children - – Are there many fathers and mothers within the organization? Then chances are that relatively few employees decide to leave. The study shows that children have a greater need for certainty and stability.

5. Age – This certainly predicts the choice to leave the organization. As the age increases, the probability of leaving is correct.

6. Salary - How much the employee is paid, what the growth prospects are and what additional fringe benefits are used largely determine the Satisfaction within this important factor.

7. Training Level - A higher level of education directly leads to more opportunities on the labour market and, as a result, to greater employee mobility.

8. Performance – When employees have little reach they tend to leave rather than employees who achieve better results.

9. CV updates – Does your employee suddenly fill his or her LinkedIn profile? Then this is a good indicator for approaching staff turnover.

10. Growth Opportunities - Can the employee be promoted? Is it clear what is needed for this? Then the employee is more likely to stay with the organisation. Especially since, with the possibility of promotion, personal development is offered.

Conclusion

The top 10 reasons for departure are therefore many measuring and visible factors. Please note that reasons for employee turnover vary greatly by type of organization and often multiple "Shocks"lead to the eventual departure of an employee. Here you can read more about this theory.

In addition, cultural background with its associated values obviously plays a strong role (think here of baby boomers vs. generation Y). The above study takes little account of the overlap between mutual factors. However, the above factors do provide a number of factors that can be examined by means of employee research. Measured can become.

08 September 2015

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