Why employees leave their jobs

¶ … Employees Leave

Another reason why an employee will leave their firm is based upon the possibility of career advancement. This is because everyone wants to know that they have a future with their employer and are looking to build something over the long-term. Those facilities that are discussing these issues with staff members have higher retention rates and they can find individuals who are motivated to do more. (Shelly, 2011) According to Chon (2009), these employers have lower amounts of turnover and higher levels of morale. This is one of the keys for enabling a firm to increase productivity and offer customers with superior products / services. (Chon, 2009)

Moreover, Walker (2010) determined that employees want to be recognized for their efforts. This means treating them with respect and helping the person to feel that their ideas are valued. These views work in conjunction with career advancement by showing how everyone wants to remain at firms that offer them something more. The possibility of having a future with a particular employer; is one of the areas all employees will use to measure job satisfaction. (Walker, 2010)

This is because they want something that will reward them for their efforts and recognize their contributions. Promotions are one of the critical areas in which they will use to decide if they are respected. Those individuals who see that they have these opportunities will feel like an invaluable part of the team. This is the point that they are willing to do more to help the firm (which is leading to an increase in morale and enthusiasm). (Walker, 2010)

A third reason why employees will leave a particular hotel is the work schedule. The flexibility will have an impact in determining the levels of job satisfaction for employees. The reason why is because everyone wants to maintain some kind of balance between their family and work lives. Those firms that offer more flexibility will have happier employees. This is from the increased amounts of freedom they are given in planning different events. (Friedman, 2008)

According to Tom Silveri (the President of strategic HR solutions provider DBM) he believes that flexibility provides employees with greater amounts of control. This helps them to feel as if their employer cares about their well-being by offering them with these options. Evidence of this can be seen with Silveri saying, "The longer-term issue, however, is simply that employees appear to want more in their lives than just work. Let's face it, the era of dot-com craziness, 18-hour workdays, and perks like 'Bring Your Dog to Work Day' are gone. In fact, in a recent poll of human resources professionals, 66% indicated they had seen an increase in requests for flexible work schedules." This is illustrating how employees want to maintain some kind of balance. As a result, those hospitality organizations which are providing staff members with these benefits are realizing higher retention rates. ("Improve Your Employees,' 2004)

Furthermore, Friedman (2008) determined that flexibility helps to reduce employee burnout and it improves productivity. This is because the staff members do not feel as if their employer is trying to take advantage of them. Instead, they are working with them to achieve the organization's objectives and are accounting for the needs of employees. (Friedman, 2008)