Skip to main content

Why do people leave organizations?

 

Employees leave organizations because of different reasons. These could be personal or official. Every employee has different reasons for working. The ultimate objective of an employee is to gain benefits (financial and non-financial) out of it.

The most common reasons for leaving an organization can be:
  • The job is not what the employee expected to be.
  • Job and person mismatch.
  • New attractive job and better compensation packages being offered by other companies/competitors.
  • Lack of growth opportunities in the job.
  • Lack of appreciation by the superiors will lead to demotivation and loss of interest.
  • Lack of trust and support in co-workers, seniors, and management.
  • Stress and work-life balance (Branham, 2005).
Many employees are not happy with the recognition and performance appraisal done by the HR department or management. Therefore, they should pay attention to that. The company management must give employees the appropriate remuneration in order to retain these people for a long time.  Many employees are feeling workload pressure and stress. Therefore, the organization should focus on their calm workload in order to reduce the pressure on employees. The relationship between employees and management has to improve (Mathimaran & Kumar, 2019).

Reference:
Branham, L. (2005). The 7 hidden reasons employees leave: how to recognize the subtle signs and act before it's too late. New York, American Management Association.

Mathimaran, K.B. & Kumar, A.A. (2019). KumarEmployee Retention Strategies – An Empirical Research, Global Journal of Management and Business Research: E-Marketing,17(1).

Comments

  1. Ganga PathirajaJanuary 30, 2021 at 6:51 AM

    If growth opportunities are lack in the job premises, a lot of good talent can be lost in dead-end situations and therefore employees who could see a possibility for growth are more inclined towards staying within that particular company.

    ReplyDelete
  2. Kavindi Nadeera 20039081January 30, 2021 at 9:15 PM

    This comment has been removed by the author.

    ReplyDelete
  3. ISHANI19030135February 2, 2021 at 11:12 AM

    The company management must give employees the appropriate remuneration in order to retain these people for a long time. Many employees are feeling workload pressure and stress. Therefore, the organization should focus on their calm workload in order to reduce the pressure on employees.

    ReplyDelete

Post a Comment

Popular posts from this blog

GREEN HRM

  A few decades ago organizational development ultimately measured by economic values.  But now organizations need to focus on environmental factors and  policies on how they can promote the same in order to compete with other organizations in the corporate world. So this encourages organizations to operate in a more environmentally friendly manner.  Green Human Resource Management is an emerging new concept for organizations to involves undertaking environment-friendly initiatives like job-sharing, teleconferencing, and virtual interviews, recycling, online training, energy-efficient office spaces, etc. resulting in an increase in organizational efficiency. Since this concept, There are two main theories that can be used to apply the Green HRM concept to the organizational culture. ·           Ability Motivational Opportunity Theory (AMO Theory) ·            Cognitive Soci...
10 comments
Read more

Employee Learning

  In most working environments, there is usually some form of training. This training takes different forms, from hands-on experience to read manuals, to viewing online media information. The way employees absorb and process information varies from one to another. They also have different natural tendencies to learn the style (Morgan, 2011). Described below is the most useful and widely implemented learning style models. Kolb's Learning Cycle An American educational theorist David A. Kolb whose interests and writings focus on experiential learning, personal and social change, career development, and executive and professional education. Kolb's learning cycle is a well-known theory, which advocates that we learn from our life experience, even on a day-to-day basis. It also considers reflection as an integral part of this learning. According to the Kolb (1984) study, the learning process follows a four-phase pattern or cycle. These phases are explained and summarized below: ...
2 comments
Read more

People Management in an Organisational Context

  Managing People and Organisations Aim of this introductory blog entry under the parent theme of this blog site 'HRM' is to first introduce the concept of people management. Management is defined as planning, organizing, leading, and controlling organizational resources effectively and efficiently to meet the goals of the organization's mission and vision.  Organization is defined as "a system of consciously coordinated activities or forces of two or more persons" (Barnard, 1938, p.73 cited in Mahoney & Gabor, 2010, p.12). People are an essential part of an organization and people management is "All the management decisions and actions that directly affect or influence people as members of the organization rather than as job-holders." (Henderson, 2011, p.2) and is crucial to the success of an organization In 1950s workers were managed differently than the modern people management approaches. People management was executed in the same manner as other...
4 comments
Read more