One in five companies is receiving more notices from its employees than before the pandemic. This is the result of a survey by personnel service provider Robert Half. What has changed above all are the employees' motives for saying "goodbye" to their employer: In first place is the lack of prospects for a pay rise or a promotion (14 percent). In third place is confidence in their own company, i.e., they are quitting out of concern for their previous job (13 percent). They apparently lack faith in the future of their own company. In fourth place come problems with their direct supervisor (eleven percent) and the incompatibility of their own values and those of their company (eleven percent). In sixth place come salaries that are too low or unattractive benefits (ten percent).
By comparison, in 2019, the reasons for quitting were still too low a salary and the lack of a work-life balance. Emine Yilmaz, vice president at Robert Half's explanation for this goes like this: "When it comes to work-life balance, the home office options introduced in the pandemic certainly played a big part in employee satisfaction and retention."
Stupidly, employee terminations not only cause costs, but also lead to a loss of know-how in companies. Especially in times of a shortage of skilled workers.
Robert Half HR expert Emine Yilmaz therefore advises "active countermeasures" to prevent employee departures:
1. transparent internal communication
If employees are worried about the future of their jobs and therefore prefer to give notice in advance, there may be a misunderstanding. It is possible that employees conclude from current conditions that their own company is in a bad way. Although the actual company figures give no reason for this. Transparent internal employee communications that provide information about the company's economic situation and openly state their position can prevent such misconceptions.
The only problem is that if management regularly whines about the state of the company in order to forestall demands for salary increases, it need not be surprised if it is taken seriously - and employees prefer to go to companies that are sailing on the road to success.
2. Flexible working hours and home office
Both improve the compatibility of family and career and the work-life balance, so that employees are more satisfied. In many professions, more independent work and freer time management are possible, allowing more creative work and individual breaks for reflection.
If, on the other hand, managers live out their micro-control mania and orient themselves to control instruments on their home PCs instead of paying attention to the true results, these counteract the goal of the corporate leaders.
3. express appreciation
Those who value their employees and give them the feeling of being important to the company shape the group feeling and the emotional bond. The same is true for the work climate and the feel-good factor.
Company leaders should possibly conclude appropriate bonus agreements with their managers.
4. Actively encourage employees
Employees who have goals are grateful for cooperative employee development. They feel noticed, important and supported.
5. actually live values and corporate culture
Values and corporate culture are very important: flat hierarchies, co-determination and communication at eye level ensure that employees identify with their company.
Attention: It is important that corporate mission statements are not only used as marketing instruments to the outside world, but are also lived internally. That is the greatest challenge. Who has to ensure this? All managers. See above.
Reasons for termination 2021
- No prospect of salary increase/promotion 14 %
- Concerns about job security 13 %
- Problems with direct supervisor 11 %
- Incompatibility of values 11
- No competitive salaries/benefits 10 %
Source: Robert Half Labor Market Study 2021