“Why do people leave an organization?” This is a question to which many experts, companies and consultants are trying to find an answer. Instead of thinking why people leave an organization, we need to start asking why people stick to an organization. What do they like so much about an organization, which employees don’t want to miss by quitting? If we spend our efforts to find answers to these questions then we don’t have to worry about “why employees leave”.
Over a cup of coffee, one of my colleagues and a good friend Vijai asked me what makes me stick on to Hewlett-Packard (the company I work), it took me by surprise as I have never thought about such a question, it also made me think “why do people stick on to a company for long?” Is it money? At least for me it was not money which made me stick to the Hewlett-Packard.
When we asked the same questions to few more colleagues, we found few common answers people gave for this question and surprisingly, money was not in the top five reasons, in fact it came last in the list. Some of the reasons were:
- Comfort and work environment (Friends, team, facilities provided to make working comfortable etc.)
- Work-life balance (Flexibility to work from home, less stretch hours, no weekend workings, less work pressure and low stress levels etc.)
- Job security (Surprisingly it came third in the list)
- The Boss (no wonder why they say” people don’t leave an organization but the manager”)
- The Brand (bigger the brand, people hesitate to leave, cause getting hired in equal brand is not that easy and of course brand as its own value)
- Growth and learning opportunities
- Salary and other monetary benefits
While many might feel that it is a small set of data to make conclusions upon, there is no harm in making changes in our workplace to provide a comfortable, flexible work environment for employees. There is no harm is being a good boss, who cares for his people and ensures a promising career path for the employees. Just speak to your team and understand what they like in your organization. When we can do simple things to retain our employees, why spend lot of money and energy in finding out why people leave after they have actually left the organization.