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Top Reasons Why Employees Resign and How To Keep Them

Top Reasons Why Employees Resign and How To Keep Them

These are changing, challenging times. The COVID-19 pandemic has driven businesses to adapt and innovate to thrive. And now, many employees think differently as to how and where they want to work. The Decoding Global Talent report by Jobstreet shows these latest labor trends. 

How can your company adapt to the shifting workforce? In the U.S. for example, in April 2021 a record 4 million people quit their jobs in what has been called, “The Great Resignation.” Many employees have taken the time to assess their employment situation, considering work-life balance and the option of remote work. Thus, there is the challenge of turning resignation to retention.

Why do employees leave their job? What are the reasons why employees resign? How can you retain good, seasoned employees? Here are some insights that can help you. 

4 Reasons Why Employees Resign

1. Work from home or work on site

Before the pandemic, 58 % of Filipino employees chose to work on-site. However, after COVID-19, more prefer to work from home (49%). Moreover, others prefer to combine working remotely and on-site (48%). This is based on Part 2 of the Decoding Global Talent report. 

Employees now consider this when thinking about their present job. They want a working system that fits their choice of where to work. Therefore, an employee who wants to work from home may resign if required to work on-site.

2. Fixed or flexible hours

More employees now want flexible working hours. Also based on Part 2 of the Decoding Global Talent report, 44% prefer a combination of fixed and flexible work hours. On the other hand, 18% want full flexibility. And therefore, if employees are unable to work in preferred time conditions, they may also leave the job. 

Because of these shifts in work mode and hours, you need a new system to balance management and flexibility. Moreover, your company has to make a working model that fits your company’s and employees’ needs. Collaborative tools and virtual learning solutions can help a lot. Furthermore, you will also need to create a system to monitor employee progress.

3. Health and Wellbeing

The Decoding Global Talent report also cites that workers across the globe feel their well-being was badly affected by the crisis. People now pay more attention to self-care--and this includes both mental and physical health. 

As shown in Part 2 of the Decoding Global Talent report, work-life balance ranks high among the things Filipino workers look for in their job preferences, second only to job security. Therefore, employers need to better address this issue if they are to retain talent.

Now, some companies provide better health services including mental health support. Moreover, they do this especially for employees who work on-site. They risk getting sick with COVID-19. On the other hand, mental health issues affect thinking and behavior. And as such, companies adopt policies for psychological safety in the workplace.

4. Values and Corporate Culture

Crisis can also bring good. The COVID-19 global pandemic has made many people realize what truly matters to them. This includes values about life and work. Results in the second Decoding Global Talent report show that the top priorities of Filipinos are job security, work-life balance, and good office relations. 

The same report reveals that diversity and inclusivity as well as environmental awareness are among the things that Filipinos value. Therefore, if the values of the company and the employee do not align, the worker may choose to resign. On the other hand, if a company shares the same values mentioned in the report, the employees are likely to stay. Hence, companies need to find ways to align values with their employees. 

Aside from these four reasons, here below are more common reasons why employees resign:

  • A lack of career development opportunities

  • Low salary and compensation 

  • Absence or lack of perks and benefits

  • No appreciation for good work done. 

These are just some of the main reasons employees leave their job. On the other hand, here below are top tips on how to better retain your seasoned employees.  

Tips To Better Retain Seasoned Employees

1. Job Security

Part 2 of the Decoding Global Talent report states that Filipinos rank Job Security as #1 when assessing their job preferences. But remember that job security is as much about employees being financially rewarded for their work as much as being rewarded with opportunities to build their skills and ultimately, grow their careers.

How do you do this?

Firstly, you need to pay them fair wages coupled with perks and benefits that make them feel good about being part of your organization. These may include personal days, employee discounts, and flexible scheduling. 

Secondly, you need to provide opportunities for them to upskill as well as retrain, which is necessary for lateral shifts within the organization. In fact, the Decoding Global Talent report states that 77% of Filipino workers are willing to retrain to a different job role . At the same time, 22% are willing to retrain if necessary. With your support, seasoned employees can advance or shift in their careers.

Other ways to help move your employees up the career ladder are: promotion opportunities, on-the-job skill development coaching, and a mentoring program. Set a clear growth and succession plan. These can come with the package of the job. You may also consider a learning management system (LMS) for training programs. It will save time and money. Moreover, it can be integrated into your intranet system. 

When you compensate your employees fairly and invest in their training, the company will grow as well. Here are more benefits of good employee training and development:

  • Loyalty – Your workers will feel important and appreciated. This will foster trust and loyalty. And that can lead to better engagement and commitment to company goals. Therefore, employees will want to stay rather than leave. Moreover, it can also bring in more employee referrals.

  • Competitive advantage – Organizations compete over top talents. A great employee development program will attract the best candidates. Invest in your people to strengthen the company.

  • Market flexibility – You need to catch up with the latest developments in technology. Moreover, there is the new digital workplace. You cannot afford to be left behind. By investing in employee training, they will know how to adapt to the current trends.

2. Good Work-Life Balance

According to the Decoding Global Talent report, the pandemic has impacted not only how people work, but how they manage work-life balance. Those with physical jobs and work that requires them to socialize with people felt the greatest negative effects on their well-being.

Amid a challenging work environment, it is crucial for HR leaders to be able to lead with their head, heart and hands. How to do this? Offer a holistic approach to employee well-being by providing programs for stress management, better health services and insurance, and improved health guidelines at work.

3. Good Relationship With Superior

Employees work with bosses and peers every day. It is important to foster an office environment that is respectful, collaborative, and supportive. Furthermore, it should be friendly and motivating. In addition, employees grow in a healthy work culture where people and efforts are valued and appreciated. There is a sense of belonging and teamwork. 

Appreciate them for the good work done. Moreover, affirm and give them credit, especially when they go beyond what is expected. Create an employee recognition program. Reward your people for a job accomplished like meeting target sales. As a result, this can make them more loyal. Moreover, they may work even harder for the company. Everyone appreciates positive affirmation and recognition

4. Corporate Social Responsibility

The core of a company is its values. This is shown when a company contributes to society. This gives it purpose above profit, meaning beyond money. And this can attract candidates and hold employees who share the same values. 

Filipinos naturally value helping others. Moreover, we are now conscious and care more about the environment and sustainability. Filipino workers will more likely be drawn to a company with a sense of social responsibility. During the pandemic, people want to help others in need. Some do this through the charity work of their company.  

5. Check-ins

Make time to schedule regular check-ins. This is the best way to know how your employees are doing. Moreover, it is how you can find out how your employees feel about their work and environment. This is also to make sure that employees are clear on meeting the same objectives as that of the employer. Just be careful not to check in too often or micro-manage. This shows a lack of trust. The relationship with the employees needs to be built on trust and respect.

6. Open Communication

It is very important to have clear and open communication lines. The employees should be able to raise issues and concerns properly. Moreover, they need to know that they are listened to. Clear lines of communication are even more important in a large organization and remote work settings. This will help them effectively do their job and develop stability in the workplace.

All in all, it is important to understand what matters to your employees and how the times have changed them. Knowing why they resign and how to retain them helps you to adapt and innovate effectively. In the end, you and your employees can continue towards sharing in the success.

Find the right candidate on Talent Search. And to get more expert hiring advice visit Inspirations.

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