Why Workers Are Leaving and What You Can Do About It

Why Workers Are Leaving and What You Can Do About It

Every time someone says “candidate experience”, I grow another grey hair. Here’s why.

When a candidate applies for a job, they expect certain things from the role and the employer. However, those expectations aren’t always met once they sign on as an employee, with regard to anything from responsibilities and remuneration to career advancement and workplace culture.

That disconnect – that failure to provide continuity in experience – has a direct impact on employee satisfaction, engagement and retention.

It can also be a problem if a role exceeds a candidate’s expectations. We know that employee happiness and satisfaction pave the way for engagement, which in turn drives innovation and productivity. But we also know that satisfaction doesn’t necessarily guarantee engagement. In fact, a very highly satisfied employee who is not engaged can be a liability.

To ensure people aren’t disappointed or spoilt in their new roles, employers need to work to align candidate expectations with the reality of the role.

It’s just as important for employers to gauge whether existing employees are fulfilled in their work, and that their goals and aspirations for professional development and career progression are being met.

The research in this paper suggests an employee’s workplace experience correlates with how engaged and satisfied they are… and how likely they’ll be to leave. In this paper, I endeavour to explain (with the help of a few statistics) what we see as the factors either contributing to engagement and retention or driving employees away.

Please, have a read. And remember, “candidate experience” is vitally important. But so too is the experience that individuals have once they’re employed – whether it’s their second week in the role or second decade in the business.

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