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Retention Strategy

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Individuals leave for numerous and varied reasons. The decision to move can often be triggered by ‘pull’ or ‘push’ factors or as a result of a combination of both. It can be as a result of ‘pull’ factors such as the prospect of a new role or an opportunity to go traveling. On the other hand, an Employee may feel ‘pushed’ out as a result of unhappiness in their current role, potentially due to a perceived lack of learning and development and progression opportunities. A low level of engagement, often caused by a poor relationship with a Line Manager, can often provide further impetus to an individual’s decision to leave the Organisation.

One of the greatest challenges facing Organisations generally is finding and holding on to good Employees. Implementing effective Employee retention strategies will help get them to stay. The first step however is to understand why Employees leave. Outlined below are some of the most common reasons.

Five main reasons why Employees Leave

1. Lack of Opportunity for Advancement

Advancement doesn’t necessarily equate to promotion. It also refers to ongoing personal and professional development and learning. In general, people seek opportunities to grow and learn, to work on interesting and appealing projects and to progress in their careers. A working environment which does not facilitate ‘stretching’ or challenging work, or makes it difficult to progress or move internally within the Organisation is more likely to lose the Employee to another Employer.