The actual reason why employee leaves, and how to stop them

The age-old question that puzzles every single employer and HR leader. Why can’t we seem to retain our top performers?

Why do your employees leave? Why can’t we seem to retain our top talents despite all the efforts? This is an issue that has puzzled HR leaders and employers for decades. There is a myriad of reasons why an employee would decide to leave but oftentimes we think that remuneration is the sole factor affecting an employee’s decision.

However, a loyal employee should know that the chase for title and remuneration is a fleeting and temporary satisfaction. An attempt to keep such an employee, even though he might be a top-performer will largely be a futile attempt and might end up with resources gone to waste.

A recent study by Mercer has shown that almost 33% of employees plan to quit their company in the next 12 months. And only 12% of them cited that salary is the driving factor for the decision. But with this, how then can we spot and keep talents from seeking greener pasture?

Retention should start with instilling a sense of belonging among employees and them having a strong resonance between their personal values and those of the company. To top it off, giving your employees an opportunity to shine as an individual and having a robust structure where contributions are always recognised makes the deal even sweeter.

It can be seen that the ones who stay are the employees who turn up every day knowing that their work has meaning and that they can develop their careers knowing that they will make a difference in the work they do.

With this short article, we hope that HR leaders can consider the above-mentioned points and actively play a more significant role in shaping the company by ensuring that employees have access to the resources and mentorship needed for career advancement.

After all, what we at WGT truly want is for all companies and their employee to flourish.

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