Why are employees really leaving? Exit interview insights
When there is no pressure or consequences on employees, it’s more likely they will be honest. That’s why exit interviews can provide raw and detailed accounts of an employees experience that they otherwise wouldn’t talk about.
Understanding these insights is crucial for HR professionals aiming to enhance retention strategies. Here’s what UK employees commonly express after resigning:
Lack of career progression
You might have heard or read this recently;
Jumping job every 2-3 years is the best way to advance in your career and get a pay rise
Maybe not word for word, but the sentiment remains.
But that is the reality for many. If your employees don’t see an upward path for progression, they will take their skills elsewhere. Even if the role is on the same level, they may find more enjoyment in a different industry, or with a company that has clear progression routes.
It’s also worth considering this question: Are you upskilling your team? Courses, on-the-job training and mentorship programmes are all great ways to boost employee retention. Not only do they feel more valued, but now they’re more skilled and will see it as an opportunity to progress with in the company. But it’s your job to make sure that opportunity is there.
Poor work-life balance
We all know this one. Providing flexible working is key to employees staying. In fact, it’s now on par with colleague relationships as the main reason that your people stick around.
50% of employees without flexible work options are considering a job change in the next year.
Flexible working can no longer be defined as a single benefit. The healthiest (and most appropriate) description today would be; ways of working that suits an employees needs. Relaxed start and finish times, remote working, flexible hours and more all fall into this.
With many employers now mandating a full return to the office, you can expect to see the number of unhappy employees rise.
Compensation, benefits and pay
Salary is no longer the be all and end all of a jobs value. Employees consider the full package now – and this includes the benefits.
The ‘what we offer’ part of a job description can be make or break in recruitment, but the length and value of that list also correlates to retention. But what benefits matter to employees? According the research;
- Flexible working hours
- Working from home
- More holiday
- For those that didn’t care about remote working, they were after office perks, such as free snacks and social events.
Toxic work environment
Research suggests that almost half of those who left their job have cited that company culture was a push factor. A toxic work environment encapsulates a wide range of things, from micromanagement to colleague relationships.
Unfortunately, there will always be cultural issues and office politics that affect wellbeing, but creating a culture that is built on open communication, mutual respect and collaboration creates an environment where issues can be discussed and solved in the right way.
Exit interviews often point to the same issues: poor management, limited progression, low pay, and lack of flexibility or recognition. When these go unchecked, retention drops, costs rise, and culture suffers.
Spotting these patterns early and acting on feedback is the key to creating the kind of workplace people want to stay in.
If you want to learn more about retention strategies then look no further than our webinar series on the strategies you need to keep your best people!
