by B. B. James

Created on: November 02, 2010

Economic times are tough, and many people are fearful that they will lose their jobs.  It seems as if the last thing that an employer would need to worry about today is having employees leave voluntarily.  But the truth is that people will quit their jobs even during a recession.  There are many circumstances under which the importance of having a paycheck is outweighed by opportunities in other organizations, personal interests in other careers, or the discomfort of staying in a current job.  The key responsibliity of a human resources department is to identify the issues that are driving good people to leave the organization, and to find ways to fix those problems and keep the people aboard.  Ironically, during tough economic times, it's even more important to keep good employees satisfied, because a company can afford to lose top performers even less than it can in good economic times.

So, why might a person leave a place of employment?  And what can be done about it?

1. Money.  Compensation isn't everything, but it is an important component of job satisfaction.  People don't always seek to maximize their compensation, but they want fair compensation.  They do not want people who they feel are doing inferior work to receive greater pay.  They do not want upper-level executives earning 100 times more than they do to be flaunting their wealth.  They do not want promised raises or bonuses to disappear.   A human resources professional can stop those issues from occuring.

2. Harrassment.  When people have to go to work in unpleasant situations, they will eventually decide to leave.  This can come through sexual harrassment, racial taunting, religious prejudice, or even basic yelling (if it is a constant refrain on the job).  These problems must be nipped in the bud, for legal, ethical, and practical reasons.

3.  Danger.   Nobody wants to stay in a job that feels unsafe.  Obviously, some jobs are more unsafe than others, but it is the responsibility of all employers to minimize the risks.  Leaders of the firm must stay on top of the latest safety equipment and practices, and they must take them seriously.

4. Lack of career advancement.  Most people want to advance in their careers.  Having options for people to grow professionally is crucial to keeping them engaged and happy.  Sometimes, a promotion isn't possible, but there are still ways to encourage people to grow in their capabilities, suchy as by offering additional professional development courses, sending people to conferences, or finding cross-training opportunities with other jobs.  Be creative, and don't let your staff stagnate.

5. Lies. Managers who lie to their staff will lose their staff. It's as simple as that. 

If your firm is treating employees without respect, breaking its promises to them, or keeping them in dead-end positions, it is running the risk of losing the vibrant workers who will help the company prosper, even during tough times.  Employers - it's time to wake up and show your appreciation to your staff.

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