This is the summary of HBR Article “Why Employees Quit” published in November 2024 issue .
Author: Ethan Bernstein, Michael B. Horn, and Bob Moesta
Here is a summary of the issue.
In today’s fast-paced business world, retaining top talent is essential for long-term success. Employee attrition remains a costly challenge that organizations everywhere are trying to manage. Understanding why employees leave is key to tackling this issue effectively.
The Harvard Business Review article “Why Employees Quit” delves into this issue, revealing that employee retention is seldom about managing crises but about fostering an environment where employees feel valued, understood, and aligned with their work.
Reducing turnover isn’t just about holding onto employees—it’s about creating a culture that fosters both personal and professional growth. When organizations provide genuine opportunities for advancement, employees find fewer reasons to look elsewhere.
By aligning employees’ career goals with organizational objectives, companies can not only retain their top performers but also drive them towards shared success.
The article identifies that employees often feel a mix of “push” and “pull” factors when deciding to leave. “Push” factors drive them away from their current roles, while “pull” factors attract them to new opportunities. Here are the most common reasons employees leave or stay:
Push Factors (Reasons for Leaving)
1. Lack of Trust and Respect: Feeling disrespected or unsupported by colleagues or management.
2. Limited Impact and Purpose: Belief that one’s work has little meaningful impact on the company or personal growth.
3. Poor Management Practices: Frustration with day-to-day management style that feels draining or stifling.
4. Career Stagnation: Lack of growth opportunities and a clear path forward within the organization.
5. Work-Life Imbalance: Work dominating personal life, leading to sacrifices in personal or family time.
6. Unmet Challenges or Overwhelm: Feeling either unchallenged or overly pressured beyond one’s abilities or ethics.
7. Isolation and Neglect: A prolonged feeling of being unsupported, ignored, or left on one’s own.
Pull Factors (Reasons for Joining a New Job)
1. Better Work-Life Balance: More time and flexibility to balance personal life with work responsibilities.
2. Alignment with Values: The opportunity to work in an environment that aligns with personal values and beliefs.
3. Career Growth and Learning: Chances to grow, be challenged, and acquire new skills relevant to future goals.
4. Recognition and Respect: Feeling valued, acknowledged, and trusted for one’s contributions.
5. Supportive Leadership: Working under a supportive, constructive boss who provides guidance and feedback.
6. Sense of Community: Being part of a close-knit, reliable team or community.
7. Job Stability and Fit: Having a role that matches one’s skills without the constant fear of job insecurity.
These factors capture the core motivations driving employees to leave or stay, emphasizing the importance of both personal fulfilment and supportive workplace environments.
The article offers practical steps to address employee turnover by aligning roles with individual aspirations and fostering a supportive environment.
Here’s a Plan of Action to help retain top talent effectively:
1. Conduct initial interviews to understand employee motivations, aligning roles with their personal growth goals.
2. Create clear job descriptions that outline real tasks and expectations, helping employees understand their roles.
3. Work with HR to design roles that leverage individual strengths and support career aspirations, adapting jobs to support growth.
4. Design roles that genuinely fit employees, enhancing their satisfaction and commitment.
5. Build a supportive work culture where managers proactively address potential sources of employee dissatisfaction.
In conclusion, retaining employees requires a thoughtful approach that goes beyond mere incentives. It involves creating a workplace where employees feel engaged, valued, and motivated to grow. When companies invest in understanding their employees’ needs and aligning their roles with personal aspirations, they foster loyalty, reduce turnover, and build a resilient, committed workforce.
#HBR #EmployeeRetention #EmployeeTurnover #TalentManagement #WorkCulture #CareerGrowth #WorkLifeBalance #EmployeeEngagement #JobSatisfaction
Push and Pull of job switch
Current circumstances can push employees away, but people tend to stay put until they’re also pulled toward something appealing. Among the job switchers we studied, these were the most common pushes and pulls precipitating a move:
I am Pushed when:
1. I don’t respect or trust the people I work with.
2. I feel that the work I’m doing has little or no impact on the company, the world, or my life.
3. The way I’m managed day-to-day is wearing me down.
4. My current company is struggling, and the end feels near.
5. I end up with a new manager and feel like I’m starting over.
6. I feel disrespected or not trusted.
7. I’ve reached a personal milestone in my life.
8. I’ve reached a milestone in my job or career.
9. My work is dominating my life, and I sacrifice myself or my family to get things done.
10. A trusted adviser, mentor, or previous boss guides me toward my next step.
11. I am challenged beyond my ability, logic, or ethics.
12. I feel unchallenged or bored in my current work.
13. I can’t see where to go or how to grow in my current organization (or progress will take too long or be too hard).
14. I feel that I’ve been on my own, ignored, and unsupported at work for a long time.
I’m pulled when:
• I can have more time to spend with others outside work.
• My values and beliefs will align with the company and the people I work with.
• My job will fit into my existing personal life.
• I can reset my life and start over.
• I can acquire the skills I need for a future job or career
• I can be acknowledged, respected, and trusted to do great work.
• I can find an employer who values my experience and credentials.
• I and others will see my job as a step forward.
• I will have the freedom and flexibility to do my best work.
• I can be recognized for the impact of my work on other people and the business.
• I will have a supportive boss who guides me and provides constructive feedback.
• I can be part of a tight-knit team or community that I can count on.
• I can be challenged, grow, and learn on the job.
• I will be in a job that I know I can do and not feel at risk.
• I can support my growing personal responsibilities.
• I can have more time for me.
