Eric Bai Yerbol Baimencheyev’s Post

Why Employees Leave: Insights by Service Period 👋 Retention is every HR’s challenge, and understanding why employees leave can help prevent turnover. Here’s what I’ve noticed—6 service periods, 6 reasons for resignations. Let’s dive in! Use These Tools to Improve Your Workplace: 👉 Exit Interview Template: Get to the heart of why employees are leaving and turn that feedback into action! 🔗https://lnkd.in/ginbxeyF 👉 Company Culture Guide: Strengthen your culture and build a place where people want to stay. 🔗https://lnkd.in/gAyCfWiy 🚪 1 Month: Poor Onboarding or Team Dynamics - Confusing training processes. - Difficulty communicating with colleagues or team. - Feeling unsupported and left to struggle. - Insecurity about management practices. - No structured development for new hires. 🚪 3 Months: Supervisor Misalignment Disagreements with supervisors' values, management style, or work objectives. 🚪 6 Months: Toxic Culture - Unequal treatment among employees. - Lack of learning opportunities and career growth. - Employees can't see how their goals align with the company’s. 🚪 1 Year: Salary Concerns Employees evaluate if their pay matches their contributions and effort. 🚪 3 Years: Lack of Growth Opportunities Employees question if there’s room for growth or if better opportunities exist elsewhere. 🚪 6 Years: Stagnation Long-term employees may stay unless lured by a better offer, but stagnation breeds dissatisfaction. The more you understand the reasons behind an employee's decision to leave, the better you can shape your company culture and onboarding to improve retention. 💼✨ #Hiring #Recruitment #HumanResource #CompanyCulture

There may come a time in your career when you decide to move on from your current job. The reasons for this decision can vary depending on your workplace and personal life. For employers to keep employees around, they need to understand why employees want to leave the company. It's important to know why employees leave because when a company has a high turnover rate, this could signify low employee job satisfaction. Hiring new employees to fill these openings requires time and effort, which is why it's useful for employers to find ways to keep their current employees around. By knowing the reasons employees leave, employers can directly solve a reoccurring issue and make a more pleasant work environment for everyone. In this posting, we share 15 common reasons employees leave their current job and what to do about it.

The Importance of Recognizing Employee Contributions Before It's Too Late After submitting my resignation, my manager, followed by my big boss and HR, all asked me the same question: "Why are you quitting? What's wrong?" They assumed that salary or family problems were the reasons. I repeatedly said, "No, nothing's wrong." Despite their reassurances about improving pay and benefits, I still decided to leave. You may wonder why. The truth is, if I am indeed skilled, hardworking, and valued, why did these conversations only happen when I decided to leave? If my contributions were truly appreciated, why wasn’t I made aware of it during my time working there? The key takeaway is this: employee recognition and satisfaction should not be a last-minute effort, prompted only by the threat of resignation. Appreciation should be an ongoing part of the work culture, with regular recognition of hard work, and a proactive approach to employee concerns. By doing so, organizations can foster loyalty, maintain valuable contributions, and create an environment where employees feel genuinely valued long before they reach the point of leaving. NB-My story serves as a reminder to organizations everywhere that maintaining employee satisfaction and addressing concerns early is crucial to retaining top talent. It's not just about the paycheck—it’s about consistent recognition and a supportive work environment.

Why do employees leave? And why do organizations fail to retain them? In many organizations, the journey often starts with excitement and hope, the eager smiles at the job interview. Yet, over time, some of those smiles fade, leading to the weary expressions seen at the exit interview. But behind every resignation letter is a story. A person. A career dream that may not have been fulfilled. So, why do people leave? It’s not just about pay or perks. In my experience as HR professional, it often comes down to something more personal: Feeling invisible. No matter how hard they work, no one notices. Hitting a wall. They want to grow, but the opportunities simply aren’t there. ( or probably not for them ). Lack of recognition and appreciation. Employees need to feel valued. When their hard work goes unnoticed, they lose motivation and seek a workplace where their contributions are acknowledged. Not belonging. The culture feels wrong, or their values don’t align with the organization’s. Burning out. The workload becomes unbearable, and they feel like just another cog in the machine. Being misunderstood. Poor leadership or lack of empathy leaves them feeling unheard and unsupported. So, here’s the real challenge: How do we keep the smiles from fading? By showing appreciation” sincerely and regularly”. By providing growth opportunities that excite and challenge. By building a culture of trust, fairness, and inclusivity. By listening “really listening” to what the employees need to thrive. At the heart of it all, people leave when they no longer feel they matter.

WHY DID YOU LEAVE? Once an employee hands in their notice, the damage is already done. And if one person leaves, prepare for more to follow. The truth is, finding top talent is tough. But understanding why people leave is the key to staying ahead. It’s how you create a company culture that attracts and retains employees. Happy employees are 87% less likely to quit. Share the reason you have left a job below. Keen to get a poll going.

Great insights

Why People Really Quit their job? Understanding why employees leave is the first step toward building a culture of retention at workplace. It’s not just about paychecks or perks, it’s about creating an environment where employees feel respected, empowered, and motivated to succeed. Hare are top 3 reasons employees leave toxic workplaces. Stay with us for more career development guide, and don't forget to give us a call for personalized career consultation.  Click here: bit.ly/3B74jVE #worklife #mentalhealth #careerdevelopement #careersuccess

On Staff Management When an employee resigns, don’t view it as a betrayal or a sign they couldn’t handle the job. Instead, recognize that each of their contributions helped bring your farm to where it is today. Every person deserves respect, regardless of background. Several factors often lead to resignations, including: - Lack of respect or recognition - Inadequate compensation for their efforts - A toxic work environment, often resulting from poor staff management Cultivating a respectful and supportive workplace can improve retention and strengthen your team’s commitment.

Throughout my experience, I've realized that the reasons employees leave an organization can vary greatly, not just between individuals but even for the same person over time. For instance, an employee might initially leave due to salary concerns or lack of career growth. But five years later, the work environment could become the main reason for them to seek change. Later still, it might be a shift in personal priorities or work-life balance that drives their decision. This highlights an important truth: there’s rarely a single, universal reason for why employees move on. Their needs, motivations, and circumstances evolve over time. As HR employee, it’s crucial to stay attuned to these changes, fostering an environment that supports not only professional growth but also personal well-being. By doing so, we can better address the evolving needs of our teams and reduce turnover in meaningful ways. What do you think? Have you noticed similar patterns in your experience?

🕰️ In my earlier post, I spoke on the importance of companies making themselves more attractive to candidates. Lets talk about how we do this: We look at this through the same lens of how to retain our employees - Figure out what our candidate is looking for in their next company and deliver! 1. Driven by money - Deliver with a high comp/bonus plan 💰 2. Value a work/life balance - Figure out a way to establish an effective PTO plan for that person 🏌♀️ 3. Looking for growth - Put them in a position where there is lots of upward mobility 📈 4. Wanting Equity - Give them a pathway to make that happen 👑   👉 Great people leave companies because their goals don’t align with their role…once that happens, we now have a countdown to that person leaving.   💯 If you can’t afford a great employee to leave or can’t afford having a great candidate reject your offer then the answer is simple: Do whatever you need to do to match their goals with your offer. (and everyone's goals are different) All offers should be centered around the person’s goals…not the companies. For when a person has their goals being fulfilled, they will go above and beyond....thus becoming an even greater asset to the company!