Why do people leave

1. Why Do People Leave?
WEBINAR WILL START SHORTLY
Paul Walsh

2. Agenda
• Welcome
• Housekeeping notes
• Session starts
• Q&A
• End of webinar

3. About the HR Observer
• The HR Observer is an initiative by IIR Middle East
aimed at becoming a platform for HR professionals in
the Middle East to exchange insights and expertise,
both online and offline, in an effort to take the industry
forward.
• The initiative features a blog, LinkedIn group, Twitter
feed, online webinars and a series of offline informal
networking functions.

4. Housekeeping
• Un-answered questions will be posted with answers
to our blog
• Slides will be available on our SlideShare page, link
will be emailed to you
• Recording of the webinar will be available to
download, link will be emailed
• Take the time to complete post-webinar survey that
will pop up at the end

5. Today’s Presenter
Paul Walsh is a professional Human Resources Trainer, Consultant and Practitioner
with over 20 years’ experience in the GCC, MENA and Asia. Based in Kuwait and
Oman for 10 years Paul now runs his own consultancy based in Cyprus,
specialising in HR, Finance and Leadership.
Well known in the Gulf region; his unique experience in Human Resources,
Finance and Operations ensures he brings real practical examples and a wealth of
experience to his Talent Management, Recruitment, Competencies, Training and
Development, Performance Management, HR Budgeting, and Manpower Planning
courses. He has also undertaken consultancy work in Qatar, Pakistan, Malaysia,
Hong Kong, UAE, Oman, Bahrain and Egypt.
He has worked with clients in the Oil & Gas, Banking, Telecommunications, Retail,
Construction and Automotive Sectors.

6. Why do People Leave?
• In this short Webinar we will look at the real reasons that
employees decide to leave …. Spoiler Alert – it is not for
money!
• The role of HR is to attract, develop, engage and motivate
our employees. It is impossible to do any of these
effectively without knowing why people really leave.

7. Top Survey results
1. Advancement/ Career
2. Work/Life Balance
3. Relationship with “Boss”
4. Money
BamBooHR 2014

8. Top Triggers
1. Trust issues with “Boss”
2. Work expectations out of office hours
3. Difficult co-workers
4. Being blamed for “Boss” mistakes
5. Inflexible working hours

9. So Why do we blame Salary?
• In GCC top 3 reasons were cited as:
1. Lack of development
2. Better Offer
3. “Personal” Reasons

10. 70% of workers HATE going to work
HATE IS A STRONG WORD

11. Are Organisations to be hated?
Are Buildings to be hated?
NO
It is People who are Hateful.
HATE IS A VERY STRONG WORD

12. Are Colleagues Hateful?
Are Subordinates Hateful?
Are Bosses Hateful?
WHO IS HATEFUL?

13. Bad Behaviour
+
Perceived Power
=
HATEFULNESS

14. The Engagement “Q12”
 I know what is expected of me at work.
 I have the materials and equipment I need to do my
job right.
 At work, I have the opportunity to do what I do best
every day.
 My associates or fellow employees are committed
to doing quality work.
 The mission or purpose of my company makes me
feel my job is important.
 I have a best friend at work.

15.  At work, my opinions seem to count.
 My supervisor, or someone at work, seems to care
about me as a person.
 There is someone at work who encourages my
development.
 This last year, I have opportunities at work to learn and
grow.
 In the past seven days, I have received recognition or
praise for doing good work.
 In the past six months, someone at work has talked to
me about my progress.
The Engagement “Q12”

16. THE HR REALITY
 HR has problems
believing this stuff!
 Our Satisfaction
Surveys
 Our Engagement
Surveys
 Our Perceptions of
what work is.

17. Kenexa 2012 Perception Survey

18. re·ten·tion
/rəˈten(t)SH(ə)n/
noun
the continued possession, use, or control of something.
Discovering How and Who to keep
by effective Interviewing

19. re·ten·tion
/rəˈten(t)SH(ə)n/
Noun
Do we Know why they are Leaving?
Our Role is to attract, develop, reward and retain
employees
We cannot do this unless we know why they
leave.

20. Do we even know why they are leaving?
Can we trust the exit interview data?
Measuring inputs rather than outcomes
When do employees mentally check out?
How long does it take to get another job?

21. I QUIT – NEVER HAPPENS!

22. Exit Interview Data to be regularly analysed.
Interviews conducted by highly trained HR
Professional.
Interviews should include the following
questions:
Where did you see the job advertised?
How long have you been looking?
What made you start looking?
IMPROVEMENT

23. The Way Forward
• Exit Interview Data to be regularly analysed.
• Interviews conducted by highly trained HR Professional.
• Interviews should include the following questions:
 Where did you see the job advertised?
 How long have you been looking?
 What made you start looking?

24. Summary
• The better offer is an outcome that most
employees achieve when leaving …. It is not
the reason they leave.
• The reason; the trigger that made them want
to leave happened in the past – sometimes
long in the past.
• It is the Boss!
• It can be improved by HR.