Employees usually leave a company for a variety of reasons. If an employee is dissatisfied with where they work, they are more likely to quit. On the other hand, the employees may have received a better offer from a different company, and they make the decision to leave their current employer. Another reason is that there are times when employees have a plan to leave a company after a period of time. They consider their current job as temporary. Lastly, employees may leave a company on impulse, without any plan for the future. This can be caused by a specific action that they were involved in with the company, such as getting passed over for a promotion or receiving a raise. (Daniel)
Turnover has become a more pressing matter in businesses since the end of the recession. In order to retain a company’s important employees, they need to become an employer of choice. When employees feel like they participate in meaningful work that makes a difference; they are more likely to stay with the company. In order for a person to be happy, they need a good work/life balance. Companies can provide options such as compressed work weeks or dependent care programs which helps provide this balance. It is important that a company emphasizes to their employees that it is okay to have other priorities besides work, such as family and religion. Focusing on your employees needs first will help them feel more loyal to the company, which will lead to a lower turnover. (SHRM)
Understanding why employees leave and how to retain them is an important issue that companies need to focus on. Focusing on retention will save a company grief about losing their valued employees.
Daniel, Teresa A. "Managing for Employee Retention." SHRM. 27 Feb 2012: n. page. Web. 11 Oct. 2012. <SHRM.org>.
SHRM, . "Retention: What are some innovative ways to retain high-tech employees." SHRM's Q & A. 31 Aug 2012: n. page. Web. 11 Oct. 2012. <SHRM.org>.
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