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Top three reasons why people leave their jobs: 1. Lack of career development and advancement 2. Inadequate total compensation 3. Uncaring and uninspiring leaders #jobs #people #leaders #careerdevelopment #greatresignation https://lnkd.in/eUfbrRbF
While understanding the reasons why employees choose to leave an organization and linking these to retention strategies is never wasted time, I do think we should put equal effort into understanding why people stay and building on those.
The adage "People don't leave a company, they leave their boss" is the one that rings true to me. Leadership is key and starts at the very top. The top must be able to sense the ability of their direct reports such as line managers and such to lead their staff properly, not just relying on the line managers' feedback to them.
In a world where it’s not the people looking for a job but where companies are looking for people, these are the key things that can help organisations to find the best people and retain them. It’s an imperative to put the people first if you want to be successful as an organisation, making sure you offer them a career opportunity rather than just a job, pay them well and make them part of your journey.
Let’s turn the topic around and examine why people stay. Refer to Daniel Pink is his book, Drive, The Truth About What Motivates Us in which he points out that the three factors are autonomy, mastery and purpose. If you can focus on those, the questions as to why people leave may become less dominant.
Not a new insight or discovery, known facts. The third reason is very powerful, if this is corrected the first 2 factors will be auto taken care to an extent. The leader who do not feel people, is not a leader and that is the real Gap in current context
1 and 3, totally!
Interesting. Particularly as #3 could actually be an umbrella for a bunch of the lower ranked reasons (eg unreliable and unsupportive environment) which would easily push "uncaring and uninspiring leaders" to #1.
Perhaps what’s missing (maybe included or hidden inside other words) is working for or being supervised by narcissistic, bullying or other similar types. Certainly seen that many times with others and had personal experiences with it at least once. Don’t get me started on ageism, sexism and other issues that are faced. Some high paying jobs just aren’t worth the stress of horrible bosses and culture that supports them ……” oh, that’s just so-and-so…..he’s really great at his job, so we ignore bad behaviour “.
This is interesting but another example of our unhealthy obsession with / desire to focus on Failure rather than Success, Francesca. There are 12 reasons why people leave organisations, according to this data. What does an organisation do? Focus on all 12? Focus on the top one? The top three? Ignore them all because no one reason is greater than 50%? HR is being swamped with data, like this! All of the time. And it is unhelpful. Far better to focus on why people stay, and replicate those factors / reasons. Because there will always be more reasons why people leave than you can shake a stick at. Always.
Chief Strategy Officer at Cpl Group & Head of the Future of Work Institute Cpl. Author. Speaker. Thinker. Doer.
2yThese vary from sector. From our own research we have identified 20 core areas that are contributors to attracting and/or retaining talent. Career development is always a top 5- but not always a top 3. Flexibility of role is now top three but on sectors where workplace flexibility if actually possible.