0Things which can trigger an employee to leave the job:
Most senior people go for job change shortly after their appraisals and most of the fresher's change the job in initial days. There are certain more factors which can be worked upon to retain people:
1. Job profile: If one has been doing the same work since last one/two years, then he might suffer from monotony and can think for a change. No matter how unique is the job, keeping on doing the same work can sometimes be boring and reduces productivity.
Solution: Job rotation, job enrichment can be done to retain the person. The difficulties/ technical problems in any job profile should be monitored and rectified.
2. Work environment: Unhealthy work environment can make a person to change job soon.
Solution: The decorum, general rules and regulation should be employee friendly and should treat all equally. Biasness, politics should not be there. And all concerns should be listened and resolved. Company Policy in this way is helpful to employee to settle in job emotionally.
3. Remuneration & rewards: Sometimes the employee feels that though he is doing well still he is underpaid and sometime he compares his pay with his colleagues’.
Solution: The pay should be as per industry norms and salary should be constructed as per skills, job profile and performance.
Also the person should be given regular feedback about his performance so that he can have a justified self analysis.
4. Scope and future of his profile in the current company- If there is no or very less scope for development of a person who is doing a particular job then he will look for a job where he’ll get more people of his profile with whom he can share and improve his working style.
5. Supervision quality, Training: The quality of feedback, the comments on work, the support from trainers and supervisors are responsible for fresher's to look out for change.
Solution: We can have training manuals, and can train the trainers. We can work on the style of giving feedback, comments, so the people get motivated to improve. How to receive negative feedback can be taught to new joiners.
6. Delays: Delays in evaluations, appraisals can also trigger people to go for a change.
Solution: Delays should be avoided to the extent possible. The reviewers should give the feedbacks in time. Also if the delay is there, then it should be justified and timely communicated.
7. Peers’ profile: Even after having same skills, educational background, if one’s colleagues’ profile is better and rewarding than his work then he may think for a change.
Solution: The designations, profiles should be well matched with skill sets, experience and qualifications.
8. Team workers: No matter how good one performs in a job, if his team members are not sharing a good rapport with him or vice versa, then the person can feel alienated and can look for a change.
Solution: Regular interaction and team building sessions can help in building good rapports.
9. Cooperation & Communication: Even if a person is doing well, the cooperation from his peers can be a big factor in thinking for switch over. If you need cooperation from your team members and some people are not helping you, and there is no one to solve your problem, then one can start thinking for a change as cooperation/ communication from single side is not fruitful.
10. Competitors’ offerings: The benefits and facilities offered by a competitor can trigger any employee to go for a change. E.g. cafeteria, cab etc.
Solution: We can have a check on the offerings made by competitors and can make some arrangements; whatsoever we can do to make the office a better place to work.
11. Benefits of staying in current organization: One can change the job if one feels there is no benefit of staying in current organization.
Solution: If we can tell the employee about his career path, growth and other benefits of staying in the organization, then we can retain him for long.
12. Motivation factors: Recognition, appreciation for their contribution. Sometimes people feel that they are not recognized for the things they are doing, for the initiatives made by them. So, they stop giving their 100%, stop improving themselves and stop coming forward. They think they do not have any “existence” in the company and their efforts will go in vain. Basically, they should be given Reward & Recognition
Solution: We should try to recognize/highlight every possible contribution made by any person.
