Staff turnover series – Push factors affecting staff’s intention to leave

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21/02/2017 - Hospitality

Push factors describe internal reasons that make the employees leave the organisation. Our research revealed the followings causes of employee turnover:

1) Poor relationships – describes that deteriorating relationship with colleagues and/or direct managers. Ultimately, these factors increase the probability staff members will leave. A strong relationship between an employee, their supervisor and co-workers, fosters a positive attitude and encourages them to continue their employment.

2) Lack of growth opportunities - According to Hays’ Salary & Employment Report 2016, a primary cause of resignations is a lack of career development. Employees acknowledge that career development is a long-term proposition. Issues arise when an employee’s career expectations are not met by their employer. Staff will seek alternative employment if they see few opportunities for career advancement.

3) Lack of engagement in the organisation - Levels of engagement are rooted in an organisation’s corporate values. High employee engagement encourages a committed organisational culture and vice versa.

4) Job insecurity – It is found that typically, an employee may fear for their job when there is a lack of communication from management, particularly during periods of economic uncertainty. Job insecurity is a major source of work stress which triggers a series of negative reactions among employees. Research reveals that job insecurity can result in lower job satisfaction, decreased employee well-being, a reluctance to fully commit to the organisation, demotivation, reduced productivity and enhanced personal stress. Ultimately, it can undermine management’s reputation among staff, lead to burnout and cause employees to ultimately quit.

The good thing about push factors is that hoteliers have the control over and can minimise their employees’ intention to leave. Managers need to address staff turnover as an issue, learn what drives their staff to work and what drives them away, in order to better craft staff management and motivation strategies.