The Art of Leaving - Combating Employee Turnover

Published by MBA Skool Team, Published on July 01, 2014

There is a new culture that is rapidly emerging, especially among incumbents, who are swimming in the early vicissitudes of their professional career. These young individuals are constantly looking for a job change, consequently hopping from one job to another, never settling in one. Juxtaposed with this phenomenon is the retribution and the incessant cajoling and fiery outbursts of their folks, for being whimsical and deeming their offspring as being reprehensible with their careers.



It is a widely acknowledged fact that the world whence mommies and daddies originated has long since ceased to exist. Gone are the days when one has to work the standard “9-5” and stick to one career for the rest of their working lives. My pronouncements are a mere result of observation and experience, and while they may not in actuality be a universal trend, it however is not an uncommon one.

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Today, Individuals in their early twenties change as much as 5-6 jobs before finally inhabiting one and working in that particular domain for a considerable amount of time. According to, a recent survey highlights that no fewer than 54% of Indian workers seriously consider leaving their jobs with 66% belonging to the 16-24 year age bracket . So what can be the reason for employees to espouse job hopping, despite, as is the case with many, being offered a handsome salary? Here elucidated in no particular order, are few of the many reasons for the occurrence of such an event, and is, in its most humble forms, nothing but a canvass of an alarming trend witnessed in the corporate world as seen from the eyes of an inexperienced beholder, a.k.a., me:


1. Unrealistically High Expectations- I am a Recruiter by Profession, and in my line of work, I have come across individuals, who seem to be living in a delusion of their own completely oblivious to what the reality encompassing today’s economy is. Their high demands in salary, despite the fact that they do not have the requisite skill equivalent to the job or their desire of perquisites, regardless of the fact that they are fresh out of college and inexperienced, is one that certainly haunts many companies.


2. Organizational Culture and values- Moving over to more experienced employees, who switch jobs because they detest the organization they are working for. Be it for a lack of good management style, no career growth, tedious and nerve wrecking load of work, lax attitude of peers and co workers, management support vis-à-vis an employee’s personal issues, and the like, are all probable causes for an employee to abandon his ship and join another crew in hopes of finding professional satisfaction or continue till he chances upon one.


3. Expanding one’s Knowledge base- The emergence of knowledge economy has led an individual to eschew the domain they specialized in and work in another domain to gain new knowledge and add to the existing repository of intellect. This is why we witness many job changes, because when faced to answer the reason for the same, the reply more often than not from the respondent is, “To gain some new experience”, or my personal favorite, “I am experimenting with new lines of work”.


4. Reasons singularly originating from the person- Many personal reasons such as getting married, moving out of city, health issues are some of the reasons why employees leave the job. The minute they find that their organization is not supportive of their personal issue; they think of packing their bags and leaving for good in search of another job, in hopes the other one will be more understanding of their situation.


So, what is an organization to do when faced with such slippery guests? Here are a few things that a company can advocate so as to ensure they can reduce turnover and attrition among their employees:


1. Employee Engagement- Making an employee feel part of the organization by taking an active interest in the employee and encouraging the employee to be more flexible, within set standards, towards their work


2. Exit Interviews- An interview taken when an employee decides to terminate his service to the organization is a great way to diagnose loop holes in the organization structure and remedying it.


3. Proper Recruitment- Recruiters should steer clear from candidates who have a long history of changing jobs after jobs, as they will only continue to traverse down the familiar path. A right culture-person fit should be emphasized, i.e. hiring the kind of person whose personal values match the organization’s values.


This article has been authored by Monisha Anil Kumar from GGSIP


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