See Ya Later Alligator - Why Employees Leave

January 17, 2020
Blog
Communication
Engagement & Retention
Recruiting & Hiring
Read time: 2 mins

At MRA we love conducting surveys. We think it’s super interesting to see what employers are doing (and why) with situations we all find ourselves in at work. Our latest Hot Topic Survey explores the reasons people leave their jobs, or employee turnover.

The top two reasons for someone hitting the road couldn’t be more different. The number one reason (a notable 65 percent) a person leaves is because they just weren’t cutting it (it’s officially called “due to performance”). This has us wondering:

  • Were they a mismatch from the get-go?
  • Or were they not given adequate training and coaching opportunities?

Of course, there’s always the new hire that truly isn’t a good fit for the job or doesn’t want to try, (or even show up for that matter).

But, could it be because it’s so hard to find quality people that managers will hire any warm body that walks through the door with the hope that they can mold him into a good fit for the position? Maybe it’s because they are so shorthanded (and subsequently behind) that they throw the new hire into the fire without enough training or coaching, causing him or her to fail.

Our question here is are employers shooting themselves in the foot because the job market is so tight, and they feel incredible pressure to fill roles and get the work done that it’s clouding their judgment when it comes to hiring?

turnover

And then there’s reason number two someone leaves a company - it has nothing to do with performance, but everything to do with happiness. Sixty-one percent of employees who leave find another employer with a similar job, (otherwise known as “I love my job, I just don’t like working for you.”). Ouch.

Employees have the upper hand when it comes to finding a new job, making it impeccably important for managers and leaders to have their employees’ happiness and best interest in mind.

If the boss can make the job a good experience, like delivering on what he said the job would entail, helping when he sees a person failing and praise for a job well done, he will have a much better chance of keeping people around and getting the work completed.

At least that's what the survey says.