Encouraging employees to stay is important, but knowing why employees leave can be more important to developing an effective retention strategy. Offboarding, the process of closing the employment of a departing employee, can be just as important as onboarding. Offboarding can help encourage an amicable separation, ensures the transfer of knowledge and secures the company’s property and data as well as help a company learn why an employee is leaving and what it might be able to do in the future to keep employees.
A key part of the offboarding process is the exit interview, which can give employers insight into why employees are departing. A few of the most common reasons—especially after the COVID-19 pandemic—include:
- Inadequate salary or hourly rate
- Feeling overworked or burnt out and unsupported
- No, or limited, room for growth and career advancement
- Need for a better work-life balance
- Unhappy with management or the company culture
- More compelling job opportunities
Herzberg’s Two-Factor Theory
American psychologist Frederick Herzberg, perhaps most famous for his work in business management, famously promoted his “Motivator-Hygiene” theory, sometimes also called his “Two-factor” theory. According to the theory, two sets of factors influence motivation in the workplace and either enhance employee satisfaction (and thus encourage employee retention) or hinder it.
The hygiene factors refer to those factors actually enabling motivation in the workplace. Herzberg’s hygiene factors are those that meet the physiological needs each employee expects to have fulfilled. These factors focus on things such as money, job security, good work relationships and positive working conditions. Without these base hygiene factors, employees cannot be satisfied, and no amount of motivating factors will retain employees at the company.
The motivating factors, on the other hand, are dependent on the conditions of the job itself. These are the factors that motivate employees to perform better and strengthen their commitment to the company and their jobs. These factors focus on things such as growth opportunities, professional development or advancement, recognition, greater responsibility and more.
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