Why Employees Leave and Staff Retention in 2014

Why Employees Leave

New research about why employees leave shows significant trends in staff retention for 2014. Find out the employee motivation behind voluntary leavers.

Why Employees Leave in 2014

great{with}talent has collected exit data from 12,837 employees. The results show why employees leave in 2014.

It also shows the importance of conducting exit interviews as the results can improve staff retention strategies. This has currently become even more important due to the skills shortage. (Click the image for more.)

Why Employees Leave

This exit data focuses on voluntary leavers. As the graph shows, this is the vast majority of the sample group.

The top five relative strengths of organisations included little concern about unsafe working conditions. Furthermore, unfair treatment because of your age, gender, disability, ethnic origin, sexuality or beliefs was rarely cited as a problem. Both these areas were of no concern for 91% of participants.

Whilst unethical business practices by the organisation (88%), poor facilities (e.g. cafeteria, toilets, parking) (86%) and harrassment or bullying (86%). These statistics speak highly of the organisations being discussed.

Check out the Exit Process Cost Calculator.

These employees, however, listed the lack of promotion opportunities (36%) as their top reason for leaving their role. Whilst a more competitive salary available elsewhere (33%) came a close second.

Whereas the third highest reason is a lack of relationship between job performance and reward (31%). This was tied with employees being unclear as to how to progress within the organisation (31%). Likewise, an inadequate level of pay (28%) was highlighted as a staff turnover driver.

It’s clear that competitive pay rates and possibilities for progression remain important issues for employees in 2014. Yet, improved communication closely follows as a top priority.

Read: The Top Employee Engagement Initiatives for 2014.

Staff Retention Strategies in 2014

By investing in employee engagement organisations can save resources from recruitment, cover work and even through sustainable strategies. All of which could allow for greater rewards and continued savings.

Whilst better communication about promotion requirements could allow for a more competitive workforce. Furthermore, more savings could be gained from recruitment by hiring in-house.

These are just some of the ways employee satisfaction can benefit an organisation. Whilst investing in exit interviews can provide more data, specific to your company.

Contact great{with}talent and find out more about their LastOpinion online exit surveys.

[youtube http://www.youtube.com/watch?v=1UJ1B36TuqA]

(Main image from HR in Asia)

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