Listen up, managers. We need to have a heart-to-heart about why employees really resign.
The harsh truth is, we often misread the reasons people quit. It's natural to assume they're leaving for more money or chasing lofty personal goals. But those assumptions miss the mark.
Want people to stick around? Take a hard look in the mirror. Because our own practices as leaders - the culture we create, the way we communicate, the workloads we assign - drive voluntary turnover more than we'd like to admit.
Trust me, I've been there too. It's easy to point fingers outward when someone resigns rather than asking "What could I have done better here?" But getting defensive leads to a cycle of more people heading for the exit doors.
So where do we go wrong? The data shows a big disconnect between why employers THINK people leave versus the actual reasons:
- Lack of trust in leadership,
- poor work-life balance, and
- unhealthy culture rank high in reality.
Ouch. That stings to hear. But we can't improve retention until we confront our own blind spots head on.
The more we reflect on our real culture versus the one we aspire to, the better we can support our team. That starts with looking within first. I know together we can become the kind of leaders that inspire loyalty for the long haul.
Many employers attribute employee turnover to generational differences - believing younger workers lack loyalty and job hop more frequently. They assume people leave primarily for more money or for entirely personal reasons unrelated to the job. While competitive pay is important, these assumptions miss the mark on the true driving factors behind turnover that are often within an organization's control. Listening to employees and taking proactive retention measures provide the true solutions.
Find out the real reasons your employees are leaving in the next post...
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Joseph Campagna, SPHR, SHRM-SCP is president and owner of My Virtual HR Director, a human resources outsourcing company serving small and medium sized businesses nationwide. My Virtual HR Director provides an executive level HR advisor to companies that can’t afford or can’t justify hiring a fulltime HR professional on staff.
With twenty years of experience dedicated to the HR profession, Mr. Campagna has honed his skills as an expert in compliance, talent management and employee relations. Bringing human capital management experience from start-ups, IT and biotechnology companies, employee leasing, and fortune 100 behemoths Mr. Campagna has filled his tool belt through generalist work, executive positions, and consulting opportunities with companies such as ADP, Merrill Lynch, and Johnson & Johnson. As Vice President of HR for biotech company Hemo Concepts, as well as the head of HR for the global IT solutions company, the Galaxy Group, Mr. Campagna created rich and successful organizational development and employee engagement programs.
Having worked with a diverse group of companies and clients in a broad spectrum of industries and environments, he brings a unique HR philosophy to every organization he works with. “HR is not the picnic department,” he says “but instead bears the full responsibility and the unlimited potential for a highly productive and efficient workforce. If HR systems are successful, the organization’s revenue should be increased.” From mergers and acquisitions, to IPO’s, to new product development, to divestiture Mr. Campagna has a true business background to support his HR Architecture.
Mr. Campagna is certified as a senior professional through both the Human Resources Certification Institute (HRCI) and the Society for Human Resource Management (SHRM). The HRCI designation of Senior Professional in Human Resources (SPHR) is an experienced-based examination certification. The SHRM certification is a competency based examination certification. Each is a premier designation in the world of HR and recognized by the Society for Human Resource Management of which Joe is a national member and former chapter president.
Mr. Campagna brings decades of helping small and medium sized businesses create HR structures such as employee handbooks, performance systems, talent management, training programs, and employee engagement. He knows how to deliver business results through HR aligned objectives.
Nearly 30 years of expertise and HR executive authority combined with a group health insurance license and certifications from the Society for Human Resource management and the Human Resources Certification Institute have given Joseph Campagna the guru status that has earned him leadership roles, board of director roles, and speaking engagements related to human resources.