by Jacinth Klee

Created on: April 07, 2009

When an employee leaves an organisation, the exact reason for the resignation is usually not known. Sometimes it is a blessing to the company, if you can get rid of dead wood and bring in new people with fresh ideas. It will also allow you to assess the vacant position if it is redundant or to create a new job description to suit the growing needs of the organization. However if too many people are leaving, especially good employees, then it is time to examine the reasons for their resignation and work out solutions.

BOSSES AND SUPERVISORS
One of the many reasons that people leave a job with good salaries or career prospects is their bosses or immediate supervisors. Bosses who are unfair, set unreasonable targets, constantly critical and unsupportive, unappreciative of the efforts put in by their team, or blame their subordinates for errors and keep credit away from them. All these factors can be very unsettling to the worker, and even the offer of a higher salary or promotion will not persuade them to retract their resignation. When the personnel turnover is consistently high in a department, the management or HR department should look into the administration of that department to identify the reasons for the high turnover and seek solutions.

CAREER OPPORTUNITIES AND ADVANCEMENT
Employees who have been constantly producing good results or achieving targets, yet feel that there are no career opportunities or advancement, will start to look around for other jobs. When this happens, the organization will lose talents and potential leaders. The manager should have an understanding of the employee's personal goals and aspirations, and help them towards achieving them, either through training, coaching or providing them with on-hands experience on projects and tasks.

JOBS AND TRAINING
Employees who feel that their jobs are no longer challenging will eventually suffer from burnout or boredom; or that their skills and qualifications do not match the jobs they are currently doing, will be stressed out eventually. Training programs should be planned to either train them for their jobs, prepare them for new assignments or develop their technical and interpersonal skills. This will stimulate flagging interest, boost morale and reduce the possibility of boredom and burnout.

MONEY
Though money is not the major reason for leaving an organization, it is still an important factor. The company has to be competitive and keep up with the employment market in their salary, incentive

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