Reasonable Reasons for Leaving a Job Frequently Submitted by Employees

Companies must understand the reasons behind employees leaving their jobs so that they can design strategies to maintain employee retention. Please read the following article to discover 10 reasons why employees submit their resignations.

As the year draws to a close, many employees start contemplating their future careers. They feel that the beginning of the new year is the right time to make changes and start something new. Therefore, many of them consider applying to new companies and resigning from their current jobs.

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Additionally, you need to know that fundamentally, there are many reasons why employees leave their jobs, ranging from external factors to internal factors within the company. As an HRD, it is crucial to understand the reasons behind employee resignations so that you can take steps to prevent resignations in the future. Here are some common reasons for leaving a job often cited by employees.

Reasons for Leaving a Job Due to External Factors

1. Getting a better offer

Employees resign because they receive better offers from other companies. These offers may not always be about higher salaries, but can also include better benefits or facilities, career development opportunities, a more positive work environment, a location closer to their residence, work-life balance, and more.

2. Desire to pursue further education

Another reason for employees leaving their jobs is their desire to pursue further education. Employees often take this step to focus on enhancing their qualifications and knowledge. In a rapidly evolving world, the need for updates and skill improvements is crucial to remain relevant and competitive in the job market. Employees who believe that formal education or further training can give them a competitive edge often choose to resign from their current workplace.

3. Commitment to personal relationships

Sometimes, commitments in personal life can make it difficult for someone to stay focused on work. This ultimately leads employees to submit their resignations. For example, when someone gets married and chooses to prioritize family responsibilities.

4. Establishing their own business

Another reason for resigning from work is the desire to establish their own business. Many employees feel compelled to take this step because they want to pursue their dream of becoming an entrepreneur and having full control over their own business.

Starting a business is an exciting challenge for individuals who have the passion and vision to create something new. They want to take risks and develop their ideas without the limitations that may exist in a conventional work environment.

5. Health reasons

Health reasons can be one of the causes for employees to resign. If an employee experiences a medical condition that limits their ability to perform job tasks effectively they may choose to resign to focus on recovery and necessary treatment.

Read Also: 5 Features of the HRD Application Dokodemo-Kerja


Reasons for Leaving a Job Due to Internal Factors

1. Lack of development and growth opportunities

If employees feel that the company does not provide sufficient opportunities for skill development and career growth, they may take the step to resign. When employees feel hindered in reaching their full potential, their motivation can decline, and they start seeking better opportunities elsewhere.

2. Inappropriate company policies

If company policies are perceived as unfair or not aligned with the needs of employees, this can be a factor influencing the decision to resignFor example, inadequate salary policies or a lack of support to achieve work-life balance can lead to dissatisfaction and frustration among employees, prompting them to resign.

3. Unhealthy work environment

An unhealthy work environment, such as bullying, gossip, or continuous injustice, can harm employee well-being. If the company does not take adequate action to address these issues, employees may choose to resign to seek a healthier and more supportive work environment.

4. Lack of appreciation and recognition

Employees often desire appreciation and recognition for their contributions to the company’s success. If the company fails to provide adequate appreciation or acknowledge employee achievements, it can make them feel undervalued and become one of the reasons for resigning.

5. Mismatched values and culture

If employees feel that the company’s values and culture do not align with their own, they may feel uncomfortable working in that environment. Differences in approaches, attitudes, or goals can be factors influencing the decision to seek a company with a more suitable culture.

For example, an employee enjoys working in a diverse project environment. However, he works in a company with monotonous tasks, leading to boredom. The employee eventually feels dissatisfied and decides to seek another company, such as an outsourcing company that allows employees to switch between different projects.

Tips for HRD in Dealing with Resigning Employees

1. Conduct exit interviews

What is an exit interview? An exit interview is an interview or meeting conducted by the HR team with an employee who is resigning from the company. The main purpose of an exit interview is to understand the reasons behind the employee’s decision to resign.

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Use this opportunity to gain valuable insights into their reasons for leaving the company. Ask about their experience working in the company, any issues they may have faced, and any suggestions or criticisms they may have. This can help the company make improvements and enhance employee retention in the future.

2. Reevaluate the working environment

Conduct an internal evaluation of the working environment, company culture, and management. Review whether there are any common issues affecting employee satisfaction and take necessary steps for improvement.

3. Consider a counter offer

If the resigning employee holds a key role or possesses skills that are difficult to replace, consider providing a counter offer that meets their needs. A counter offer is an offer made by the company to an employee who has submitted their resignation. This offer could include a salary increase, bonus, promotion, better working conditions, or other benefits.

4. Maintain a good relationship

Even though the employee has submitted their resignation, it is important to maintain a good and professional relationship. Remain open to providing references or assisting them in the transition to their new job. This can build a positive image of the company and preserve a good relationship with former employees.

Read Also: 5 Functions of the Mobile Attendance Application in Managing the Sales Team

Reduce Employee Resignations with HRIS Applications

An HRIS (Human Resources Information System) application is used to manage data and human resource (HR) management in a company. The use of an HRIS application can help companies reduce the risk of employee resignations. Here are several benefits of using an HRIS application to support employee retention:

1. Increased administrative efficiency

An HRIS application can automate many administrative tasks related to employee management, such as leave management, time tracking, employee data updates, etc. By reducing the burden of repetitive administrative tasks, HR departments can focus more on developing effective retention strategies.

2. Employee performance monitoring

An HRIS application can assist in monitoring employee performance. By regularly monitoring performance, HR departments can provide timely feedback to employees and design suitable development plans to maintain employee motivation and commitment.

3. Implementation of flexible work policies

HRIS applications like Dokodemo-Kerja enable employees to achieve a better work-life balance. Dokodemo-Kerja offers features such as online attendance, allowing companies to implement work-from-home (WFH) or remote working policies. This can be a solution for employees who prefer not to work far from their families, as they can work from anywhere.

Furthermore, Dokodemo-Kerja also includes time tracking and screen monitoring features, which help companies monitor employee performance remotely. Thus, HR teams can still monitor employee discipline.

If your company wants to take advantage of an HRIS application that can effectively manage employees, consider using Dokodemo-Kerja. Please contact the Dokodemo-Kerja team if you need further clarification.

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