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Why Your Best Employees Leave (And Why They Stay)

Every employee has a different motivation when they take on a job offer, and they also have different reasons why they stay in a company.

 

It wouldn’t help for an employer to think that every employee is the same. Employees do not have the same cut and came from the same mold as everybody else. They are driven by different factors and encouraged by various influences. However, most of the reasons why employees choose to stay can still be grouped in categories.

 

While each employee is different, they still have similarities that can be categorized properly.

 

Take a look at the best performers in your team. Take a look at what drives each one of them. Chances are, the specifics of their action and inaction are varied, but they’re mostly fueled by the same things.

 

As employers, you shouldn’t just question and interview the employees who choose to leave. There’s also a need to look into people currently with you and understand what makes them happy. What makes some employees leave may actually be the reason why the majority stay.

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Getting to the Bottom of It

 

Why employees sign on a job can be different from why they stay. At first, they might be impressed with the commercial office interior design of the workplace, but a well-designed workspace isn’t enough to keep employees. It goes beyond the interiors of a workplace to make them happy.

 

According to Harvard Business Review, employees stay with a company until there are forces that cause them to leave. Just like the forces of nature, people will stay immobile unless they are acted upon.

 

Within the company, there are two factors that motivate them to stay:

 

  1. Job satisfaction – How satisfied an employee with their role in the company also matters. As long as their expectations are being met, there’s a good chance that they’ll be staying.

  2. Company environment – The employee’s values and the company’s goals compatibility can affect the worker’s motivation to work. A wide gap between the ideals encourages them to leave, while a small gap between the employee’s personal goals and the company’s ones can motivate them to stay longer.

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The external factors, on the other hand, are mostly based on the employees’ perceived job opportunities outside the organization. These factors are wide-ranging and can be based on the current job market and even the employees’ self-imposed restrictions. At times, these reasons aren’t just tied to the organization itself, but also the location of the business.

 

There are also non-work factors that can affect a worker’s motivation such as family ties, friendships, and financial responsibilities.

 

There are times when people who are extremely dissatisfied with their jobs but will still stay if they feel like they don’t have opportunities elsewhere. And sometimes, even the best employees who are satisfied with their jobs could think of living for non-work reasons.

 

Employees don’t leave their companies just out of the blue. There will always be internal and external factors that would push them to leave. It could be a couple of factors that piled up, finally urging them to file their resignation. Or it could simply be one external factor that couldn’t be compensated by all the reasons why they should stay.

 

The key here is to determine not just why they stay, but more importantly, why they want to stay. Those employees who see it as their choice to stay, and not just because they don’t have other choice, is a good starting on determining why employees enjoy working in the organization.

 

Employee retention is always tricky, but careful analysis and ample focus should be given to it at all times.

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