Understanding the Problem of Employee Resignations
Employee resignations represent a significant loss of talent, knowledge, and finances for companies. However, according to Human Resources (HR) specialists, these departures can often be avoided through a simple 20-minute conversation with the employee expressing their intention to leave.
Beyond Low Salary: Seven Reasons for Resignation
While low or uncompetitive salaries are often cited as the primary reason for resignation, there are at least seven other factors that contribute to an employee’s decision to leave. Effective communication can help address these concerns and potentially change the employee’s mind.
- Salaries and Benefits: Although addressing salary concerns may require resources not immediately available, the remaining factors can be tackled through a 20-minute conversation.
- Fostering Recognition: Encourage a culture that acknowledges employees’ efforts, as this can significantly impact their decision to stay.
- Proactive Risk Identification: By mapping out the team and identifying potential flight risks, companies can schedule necessary conversations with susceptible employees.
- Personalized Exit Interviews: If an employee still decides to resign, conducting a personalized exit interview can uncover reasons for leaving and gather suggestions for improvement.
The Power of Personalized Communication
According to HR expert Norma Godínez, Director of HR at Kelly México, personalized communication is key to understanding an employee’s concerns and preventing resignations.
“Mapping out talent, identifying positions at risk, and having individual conversations based on their interests can make a significant difference,” Godínez explains.
Godínez emphasizes that employees are more likely to accept an exit interview if it’s personalized rather than a generic form-filling exercise.
“Personal contact makes all the difference. If you send a form, they likely won’t fill it out. But if you call and schedule a conversation to listen to their concerns, they’re more likely to engage,” she says.
Preventing Turnover and Preserving Talent
HR specialists view employee turnover as a critical loss for any company, as people are the most valuable resource. By implementing strategies such as 20-minute conversations and personalized exit interviews, companies can minimize turnover and retain essential knowledge and skills.
