why staff resign

.. extracted from thestar on 5 April 2012)...

If you are running an organisation, staff retention is a critical issue. If there is a trend of resignation, for example, the average length of services for a given position is low, then, it is a good idea to recheck the management style.

While there are many factors that affect why staff resign, the research by the writer came to conclusion that people actually quit their bosses not the job. The exist interview, formal or informal, may not reveal the whole truth. Most people will conceal the truth, as it can be hurtful or damaging.

The followings are some of the quoted factors why people left...

a. Managing style and skills.

While the term managing be can a generic and encompassing word, we can start to view it using the Henry Fayol's words of Planning, Organizing, Staffing, Directing and Controlling. It is difficult to work with bosses who give unclear instruction or working with multiple organisation structures, both formal and informal. You may come across bosses who will blame the staff for any mistakes while they want to take credits for all the successes.

b. Micro- manage

The bosses may be doing this because they do not trust the staff or probably they do not know a better way to manage. The intervention can be frustrating and after a number of occurrences, the staff may withdraw and leave it to the bosses. You may see some bosses may transgress a couple of levels to "manage the roots of the problems".

c.Hidden agenda

Works or jobs can be viewed in a number of perspectives. When the level of trust is low, the staff may start to question the intents of a certain plans or project. They doubt the sincerity especially when there appear to be disparity of words, actions and attentions. The best way to overcome this problem is to be transparent in the way they relate to the staff.

d. Not delivering promise

It can be at different levels. On personal level, it can a simple promise to pay the salary on time. In fact, this is the basic of the contract of employment. If it is broken, it speaks volume of the integrity of organisation. On the tasks or assignment level, it can the assignment of resources to fulfill the critical mission for the organisation.

While the above are some of the reasons why staff resign, there may be other push and pull factors. The younger generation may like to venture for experiences and opportunities and the elders will be looking for serenity and meanings.