Since Corona, voluntary redundancies rise at one in three companies
One in three employers is currently recording more voluntary redundancies than before the pandemic. This is the result of a recent labor market study by Robert Half. Respondents cited difficulties in balancing work and family life as the most important reason.
Furthermore, concerns about job security (12 %) and the lack of prospects for salary increases or career opportunities (11 %) are decisive for voluntary job changes. High workloads (11 %) and uncompetitive salaries (10 %) also lead employees to leave voluntarily.
| Top 5 reasons for termination in 2021 | |
| Lack of work-life balance | 13 % |
| Concerns about job security | 12 % |
| No prospect of salary increase/promotion. | 11 % |
| High workload | 11 % |
| No competitive salaries/benefits | 10 % |
Source: Robert Half Labor Market Study 2021
In the 2019 labor market study, the main reasons for quitting were still too low a salary and the lack of prospects for a position with an international focus. "The motives for changing jobs have changed significantly. The home office options introduced in the pandemic have not led to an improvement in work-life balance for all employees," says Eva Mahoney, associate director at Robert Half in Zurich. "In addition, the economic shocks have raised many concerns about job security. In addition, companies struggling with the impact of the pandemic restrictions are currently unable to offer salary increases or development opportunities. This is contributing to higher churn."
However, every voluntary termination causes costs and a loss of knowledge. Companies would rather keep their top employees - especially in times of a shortage of skilled workers. That's why active countermeasures are advisable. Eva Mahoney has compiled five tips on how employers can reduce the risk of their employees voluntarily quitting.
1. transparent internal communication
If employees are worried about their jobs and quit for this reason, there may also be a misunderstanding. The employee may think that the company is in a bad way because of the current conditions - even though the real figures give no reason for this. This is where transparent internal employee communication can come in, providing information about the company's economic situation and openly stating its position.
2. flexible working hours and remote work
Both improve the compatibility of family and career for many employees and contribute to greater satisfaction in terms of work-life balance. In many professions, a high degree of independent work and free time management is possible. This scope allows for creative work and individual breaks for reflection.
3. appreciation express
If you value your employees and give them the feeling that they are important to the company, you shape the group feeling and the emotional bond. The same applies to a good working atmosphere - here, the feel-good factor plays a major role.
4. actively promote employees
Employees who do not want to stand still but have goals are grateful for cooperative employee development. They feel noticed, important and supported.
5. living values and corporate culture
Values and corporate culture also play a major role: flat hierarchies, co-determination and communication at eye level strengthen the potential for identification. It is important that the corporate mission statements not only have an image-building effect on the outside, but are also lived out. Regularly reviewing this is an important management task.
The Labor market study was conducted in June 2021 on behalf of Robert Half. 1,500 managers with HR responsibility were surveyed in Continental Europe and the UK.
