Staff turnover, which occurs every time a company loses a worker and has to find another to fill the vacancy, which is expensive and harmful to the process of doing business. A business can not wait to meet the costs of employee turnover until their leaders to understand the factors that contribute to the intentions of employees to quit, retire or seek employment elsewhere.
The lack of recognition
One factor that can make employees develop intentions to leave work and make the turnover is a general feeling of dissatisfaction with a position. This may be the result of a lack of recognition, either through low wages, lack of benefits program or a failure of management to express its appreciation for the hard work. A system of incentive payments or formal recognition means employees who make an extra effort can help employers give workers a greater sense of being appreciated, and can boost morale and reduce turnover.
Opportunities in other places
Another reason that the employee intends to leave his job is the promise of better opportunities elsewhere. Business leaders should ask questions and talk with colleagues, including competitors regularly to learn about the kind of wages and benefits of workers could earn elsewhere. Review the salary history of an applicant is a way to see what an employee is expected to win, and may be an indication that the employee can begin to look elsewhere if the employer can not provide. Promote from within allows you to give your employees a sense of opportunities within the company, rather than implying that their only chance for progress exists elsewhere.
Workers who do not have the balance between work and life they want are candidates who develop intentions to leave their current employers. The work-life balance consists of a divided and energy between work and the rest of the life of a worker, including obligations to family, social life, and hobbies or outside interests sustainable reasonable time. If employees have a hard time finding the balance and grow restless, an employer can keep more of their own by offering additional options for employees to take control of their time, such as flextime or leave on an agreement to work on maintenance.
Workers may also intend to leave their jobs after experiencing inconsistent or unrealistic expectations. Most workers are more productive and motivated when they understand their place in an organization and what the owners, managers, and employees have come to expect from them. Job descriptions and vague expectations that change over time or a transfer to another make it difficult for an individual employee to feel part of a team. A brief description of the work that the employee learns in the course of the interview and a performance evaluation system that makes clear the expectations and responsibilities are useful tools to prevent workers from leaving because of problems with expectations.