Each year a large number of employees are leaving companies for various reasons. Some managers use annual employee surveys and exit interviews to reduce the attrition rate. However, these methods have not proved to be effective in dealing with the problem as they do not give a real-time picture. This paper aims to discuss possible reasons for quitting, consider its costs, and review some of the preventive measures.
Losing an experienced worker is always hard for a company. The costs connected with staff turnover may include time to find and train a new candidate. As is well-known, time is money, and the longer an organization is searching for a new hire, the more it will cost it. Furthermore, even when a company has found an appropriate candidate, it will take time before they become productive and profitable (Pern). As such, retaining a professional can save a large sum of money.
The causes of an employee quitting their jobs may be different: from a bad relationship with the employer and coworkers to the lack of their work’s contribution to the company’s business goals. Sometimes employees become bored and unchallenged by the work itself (Heathfield). I believe that some of the reasons why a professional decides to leave their workplace can be controlled by the managers and employers.
In my opinion, one of the best ways to prevent a worker from leaving an organization is to get regular feedback from them. It is essential not only to provide the working staff with feedback on their work but also to ask about their opinion. This can help to establish effective communication and identify a problem at an early stage. Moreover, a friendly atmosphere at work and a good relationship with the boss play a crucial role in retaining professionals in a company.
References
Heathfield, Susan M. “Top 10 Reasons Why Employees Quit Their Jobs.” The Balance Careers, 2019, Web.
Pern, Sarah. Saying Goodbye: What is the Cost of Employee Turnover for your Business? Enboarder, 2018, Web.