The Rising Trend of “Personal Issues” Resignations
“Personal issues” is a common reason given by employees when resigning, but it often masks multiple underlying factors. Norma Godínez, HR Director at Kelly Services, explains that this reason for resignation has been growing recently.
The Role of HR in Understanding “Personal Issues”
Godínez emphasizes that HR departments should investigate the true meaning behind “personal issues” to develop strategies or work conditions and benefits that could reduce employee turnover.
The Exit Interview: A Valuable Tool
Godínez suggests that a personalized and confidential exit interview can help uncover the real reasons behind resignations attributed to “personal issues.” By implementing this practice, she estimates a 50% reduction in labor turnover within her area at Kelly Services. Among the findings, she discovered that employees often left for better-paying opportunities, even if it meant resigning.
Primary Reasons for Employee Resignations
According to the study Panorama Laboral en México 2025 by Pluxee, the most common reason for employee resignations is a low or non-competitive salary. The study also identified nine other reasons, with more than half linked to workplace dissatisfaction.
- Low or non-competitive salary:
- Ineffective leadership:
- Insufficient recognition of effort:
- Lack of growth opportunities:
- Absence of benefits and perks:
- Excessive workload:
- Limited or no work-life balance:
- Toxic work environment:
- Lack of company values:
- Workplace harassment:
The Impact of Leadership on Employee Retention
Leadership plays a crucial role in retaining or driving away talent. Jorge Guerrero highlights that one of the primary reasons for resignations is the employee’s relationship with their supervisor.
Emotional and Professional Connection
Godínez stresses the importance of a leader having or developing an emotional and professional connection with their team members. A leader should not only be a work example but also an example in life for their collaborators.
Empathy and Support
Connecting emotionally with employees means understanding their personal situations to comprehend changes in their performance. This empathy allows leaders to support employees professionally, fostering a positive impact on both the team and the company.
Balancing Responsibilities and Making Adjustments
This approach also enables leaders to identify if employees have appropriate responsibilities and make necessary adjustments, creating a virtuous cycle for the team and the company as a whole.
Starting with Leadership Development
Experts agree that any initiative to improve a company’s work culture should begin with leadership development. If leaders do not embody the desired changes, it is unlikely that other employees will support these efforts.
