As the labor market improves and job opportunities increase, more and more dissatisfied workers are quitting jobs in their fields to pursue greener pastures. Confidence in the job market may bode well for the individual employee, but it can spell trouble for the employer, especially if workers are leaving en masse. As a human resources professional, you can show employees that it's worth sticking around by implementing solutions to their problems.
According to the Bureau of Labor Statistics, American workers are quitting jobs at a higher rate than in recent years. In July, 2.27 million people voluntarily left their jobs, a nominal uptick from previous months but a significant jump from the recession, during which the number of people who quit declined by more than 40 percent. This growing trend shows no signs of slowing; employees are quitting, jobs are becoming more abundant, and successful companies are working harder to keep their most talented staff members.
As a human resources specialist, it's important to recognize that people aren't quitting jobs left and right for no reason. Recent data indicates that employees are gaining the confidence they need to move forward in their careers thanks to a stronger market, and they're deciding to quit because they're unhappy with their jobs. If you're experiencing a workforce decline or a higher number of people quitting, your human resources team should try to uncover the reasons behind these departures and formulate a plan of action that emphasizes retention.
Some of the top reasons why people quit are bad bosses and bad coworkers. Working alongside people is necessary in most jobs. When the ability to form positive work relationships is undermined by rude coworkers, uncommunicative managers, or an unreceptive human resources department, employees often feel their only recourse is to leave the company. Prevent this outcome by prepping your human resources department to handle and resolve employee concerns and conflicts. Let people know that you're open to receiving feedback about their work experience, both negative and positive. If you're wondering why people are quitting jobs that look good on paper, the results from this feedback will help you see the big picture.
Employees also cite internal politics, lack of recognition, and inflexible hours as significant factors in their decision to quit. Other points of contention include boredom, lack of progress, and a company's tenuous future. Most employees want to feel empowered and acknowledged. They also desire financial stability and intellectual stimulation. The realization that one or all of these objectives is unachievable within their current work environment drives people to seek better opportunities elsewhere. Your human resources department may have the power to address these issues. If so, take advantage of your position to reduce turnover and build a capable staff that makes your job easier.
More than two million Americans are quitting jobs in industries across the board each month. As employees find their options for employment broadening, they'll be quicker to flee unsatisfying positions. To avoid a permanent workforce decline within your company, become an advocate for concerned employees.
(Photo courtesy of freedigitalphotos.net)
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