High employee turnover tends to be one of the biggest issues for companies. They invest in employees by providing extensive training and after a short period of time, they leave way too fast. What are the different causes of this phenomenon? Are there any measurements that can be taken? Or do you as a company simply need to take this into account and make your peace with it? Well, you don’t! Read all about the main causes of high employee turnover.
First, we need to take a deeper look at the different reasons employees provide when resigning. Once we understand their motives, we might be able to fix this from within the company.
Different reasons for resigning
A common cause are mismanaged expectations of the work environment. When your employee arrives, he notices the work ethic and environment are a bit different from what was promised during the job interview. Managing expectations and making sure everyone is on the same wavelength should be an important part of your selection and onboarding processes.
Secondly, another cause that might lead to a higher turnover is the (lack of) challenge of the job. Some employees feel like they are not being challenged, or that there is no opportunity left for them to grow. Which certainly isn’t always the case. Some people need constant challenges, if not they tend to grow tired of a job.
At last, not only expectations regarding the work environment or job challenges are key. Expectations towards people are extremely important as well. When meeting with HR, a future manager or team members, a candidate forms expectations on what the company (culture) is like & who those individuals are. And a candidate tries to assess how well he/she will fit in. This fit has proven to be extremely valuable. A misfit can have a huge negative impact on engagement, job performance, and turnover intention.
An important part of what we call ‘Person-organization-fit’ can be predicted based on the alignment of the professional values of the candidate with the company, team and/or manager.
The prediction of the PO-fit is key, yet most companies and HR managers rely solely on their gut feeling. Studies have shown again and again that individuals are not very good at objectifying that fit and making an unbiased decision. So how will you know if this person truly will be a good fit for the team? Especially when you are a recruiter and don’t necessarily know the team or manager this person will work with? That is exactly what Twegos ValueFit was designed to do: assessing the fit between any individual and any company, team, or manager. Based on extensive academic research, with proven impact on employee turnover and performance. Allowing you to focus on those candidates that are worth investing time in. Speeding up your selection process so that the best candidates are hired faster than any competitor can.