Frustration is main reason workers quit their jobs

According to findings from a study by Sirota Survey Intelligence, the biggest difference between employees who continue to work for an employer and those who decide to leave voluntarily is not dissatisfaction with their immediate supervisor ñ or even with their pay. It is how they feel about the work itself.

The results of the Sirota study of 228,798 employees reveals:

- The biggest difference between employees who intended to leave their employer in one year or less and those who planned to remain for more than five years, was in their overall satisfaction with their employment. There is a 52% difference between the two groups. Only 33% of those intending to quit within one year gave their overall satisfaction favourable ratings, while 85% of those planning to stay five years or more were satisfied overall.

- The second biggest difference (and strongest specific reason) between employees who intended to stay or go was in their satisfaction with the type of work they do ñ a 39% difference. Only 45% of employees planning to quit within one year were satisfied with the type of work they do, while 84% of those intending to stay five years or more were satisfied with their work.

- Opportunities for advancement ranked in the middle as a reason to stay or go ñ a 34% difference between the groups. Just 20% of employees planning to quit within one year were satisfied with opportunities for advancement, while 54% of those planning to stay five years or more were satisfied with promotional opportunities.

- Differences between the groupsí satisfaction with their immediate supervisors ranked next to last ñ a 23% difference. 55% of workers planning to quit within one year were satisfied with their supervisors, while 78% of those intending to stay five years or more were satisfied with their immediate supervisors.

- The smallest difference between the groups was in their satisfaction with their pay ñ only a 19% difference between the groups. Only 28% of those intending to quit within one year were satisfied with their pay, while 47% of those planning to stay five years or more were satisfied with their pay.

ìData obtained over 33 years of employee research shows a very strong correlation between an employeeís intent to stay or leave and actual turnover. Those people who say that they plan to leave shortly have a significantly stronger probability of leaving than those who say they will stay,î commented Nick Starritt, managing director, Sirota Survey Intelligence.

He added: ìIt is not enough to conclude from the research that overall satisfaction with oneís employment is the most important determinant of staying versus leaving. While exit interviews are useful in finding out why people quit, it must be understood that what people say in these interviews is often self-serving. Comments about ëlong-term advancement opportunities,í for example, may obfuscate the real reasons for leaving.î

David Sirota, chairman emeritus of Sirota Survey Intelligence concluded: ìEach of the reasons represents a failure of organisations to create an environment of genuine partnership ñ where employees like the work they do, their management opportunities for promotion and their compensation. Employeesí needs for ëachievementí plays a critical role in whether an employee will stay at a job for any length of time.î