why do people leave

Why Do People Leave?

WEBINAR WILL START SHORTLY

Paul Walsh

Agenda

• Welcome

• Housekeeping notes

• Session starts

• Q&A

• End of webinar

About the HR Observer

• The HR Observer is an initiative by IIR Middle East aimed at becoming a platform for HR professionals in the Middle East to exchange insights and expertise, both online and offline, in an effort to take the industry forward.

• The initiative features a blog, LinkedIn group, Twitter feed, online webinars and a series of offline informal networking functions.

Housekeeping

• Un-answered questions will be posted with answers to our blog

• Slides will be available on our SlideShare page, link will be emailed to you

• Recording of the webinar will be available to download, link will be emailed

• Take the time to complete post-webinar survey that will pop up at the end

Today’s Presenter

Paul Walsh is a professional Human Resources Trainer, Consultant and Practitioner with over 20 years’ experience in the GCC, MENA and Asia. Based in Kuwait and Oman for 10 years Paul now runs his own consultancy based in Cyprus, specialising in HR, Finance and Leadership.

Well known in the Gulf region; his unique experience in Human Resources, Finance and Operations ensures he brings real practical examples and a wealth of experience to his Talent Management, Recruitment, Competencies, Training and Development, Performance Management, HR Budgeting, and Manpower Planning courses. He has also undertaken consultancy work in Qatar, Pakistan, Malaysia, Hong Kong, UAE, Oman, Bahrain and Egypt.

He has worked with clients in the Oil & Gas, Banking, Telecommunications, Retail, Construction and Automotive Sectors.

Why do People Leave?

• In this short Webinar we will look at the real reasons that employees decide to leave …. Spoiler Alert – it is not for money!

• The role of HR is to attract, develop, engage and motivate our employees. It is impossible to do any of these effectively without knowing why people really leave.

Top Survey results

1. Advancement/ Career

2. Work/Life Balance

3. Relationship with “Boss”

4. Money

BamBooHR 2014

Top Triggers

1. Trust issues with “Boss”

2. Work expectations out of office hours

3. Difficult co-workers

4. Being blamed for “Boss” mistakes

5. Inflexible working hours

So Why do we blame Salary?

• In GCC top 3 reasons were cited as:

1. Lack of development

2. Better Offer

3. “Personal” Reasons

70% of workers HATE going to work

HATE IS A STRONG WORD

Are Organisations to be hated?

Are Buildings to be hated?

NO

It is People who are Hateful.

HATE IS A VERY STRONG WORD

Are Colleagues Hateful?

Are Subordinates Hateful?

Are Bosses Hateful?

WHO IS HATEFUL?

Bad Behaviour

+

Perceived Power

=

HATEFULNESS

The Engagement “Q12”

I know what is expected of me at work.

I have the materials and equipment I need to do my job right.

At work, I have the opportunity to do what I do best every day.

My associates or fellow employees are committed to doing quality work.

The mission or purpose of my company makes me feel my job is important.

I have a best friend at work.

At work, my opinions seem to count. My supervisor, or someone at work, seems to care

about me as a person. There is someone at work who encourages my

development. This last year, I have opportunities at work to learn and

grow. In the past seven days, I have received recognition or

praise for doing good work. In the past six months, someone at work has talked to

me about my progress.

The Engagement “Q12”

THE HR REALITY

HR has problems

believing this stuff!

Our Satisfaction

Surveys

Our Engagement

Surveys

Our Perceptions of

what work is.

Kenexa 2012 Perception Survey

re·ten·tion/rəˈten(t)SH(ə)n/noun

the continued possession, use, or control of something.

Discovering How and Who to keep

by effective Interviewing

re·ten·tion/rəˈten(t)SH(ə)n/

Noun

Do we Know why they are Leaving?

Our Role is to attract, develop, reward and retain

employees

We cannot do this unless we know why they

leave.

Do we even know why they are leaving?

Can we trust the exit interview data?

Measuring inputs rather than outcomes

When do employees mentally check out?

How long does it take to get another job?

I QUIT – NEVER HAPPENS!

Exit Interview Data to be regularly analysed.

Interviews conducted by highly trained HR

Professional.

Interviews should include the following

questions:

Where did you see the job advertised?

How long have you been looking?

What made you start looking?

IMPROVEMENT

The Way Forward

• Exit Interview Data to be regularly analysed.

• Interviews conducted by highly trained HR Professional.

• Interviews should include the following questions:

Where did you see the job advertised?

How long have you been looking?

What made you start looking?

Summary

• The better offer is an outcome that most employees achieve when leaving …. It is not the reason they leave.

• The reason; the trigger that made them want to leave happened in the past – sometimes long in the past.

• It is the Boss!

• It can be improved by HR.