Employee Resignation: Reasons, Influences, and Management Strategies

This report explores the multifaceted reasons behind employee resignations. It identifies key factors such as boring or unchallenging job roles, poor relationships with colleagues, lack of advancement opportunities, poor management, low salaries, lack of recognition, poor communication, incompatibility with company culture, and feeling overworked as significant contributors to employees leaving their jobs. The report emphasizes the importance of job satisfaction, effective leadership, fair compensation, and a positive work environment in retaining employees. It highlights the need for organizations to address these issues to reduce turnover and maintain a productive workforce. The report also includes references to relevant academic research on the topic, providing a comprehensive understanding of the subject matter.

RESIGNATION
REASONS WHY PEOPLE RESIGN
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RESIGNATION
Reasons Why People Resign
Resignation is a situation where an employee leaves a job or a position by providing an
official statement to his or her employer that he or she is going to leave the job role and the
organization. However, for an employee to quit his or her job and position, there must be
justifiable reasons. Some of the reasons for people quitting their jobs and positions include:
i. If the job role one is engaged in is boring and unchallenging. Every employee would
want to enjoy their job. They dedicate most of their time on their job engagements.
Therefore, they should not be bored or unchallenged by the work that they do.
ii. Poor relationship with colleagues/teams- In situations where there is no understanding
between an employee and his/her colleagues, one can feel uncomfortable working in such
an environment thus there are high chances of them quitting the job.
iii. Lack of job advancement opportunities- Absence of opportunities for one to grow and
climb the job ladder can make employees quit their jobs and look for better job
opportunities somewhere else.
iv. Poor management approach- Bad leadership on the part of management will easily drive
employees away from the organization.
v. Low salaries/wages. Adopting remuneration programs that do not favor employees and
lack of benefits will drive employees away and they can look for better opportunities.
vi. Lack of recognition and performance appraisal. Employees want to be appreciated for
good job performances. Failure to do so on the part of the organization can make them
feel undervalued.
vii. Poor communication- Inappropriate communication network can lead to lack of effective
communication between employees and management. Employees will not be up-to-date
with what is happening so there are high chances of them quitting the job.
viii. Incompatibility between employees’ cultural values and those of the company- If an
employee feels that they don’t fit in the company culture, they will consider moving to
other places where they can hope to fit in.
ix. Feeling overworked- Giving employees too much work without proper compensation
gives them excess stress. Since no one wants to be stressed, they can decide to quit so
that they can look for other places where they are compensated for their hard work.

RESIGNATION
References
Hinrichs, J. R. (1975). Measurement of reasons for resignation of professionals: Questionnaire
versus company and consultant exit interviews. Journal of Applied Psychology, 60(4), 530.
Kerby, M., & Banfield, A. C. (2014). The determinants of voluntary judicial resignation in
Australia, Canada, and New Zealand. Commonwealth & Comparative Politics, 52(3), 335-357.
Klotz, A. C., & Zimmerman, R. D. (2015). On the turning away: An exploration of the employee
resignation process. In Research in personnel and human resources management (pp. 51-119).
Emerald Group Publishing Limited.
Klotz, A. C., & Bolino, M. C. (2016). Saying goodbye: The nature, causes, and consequences of
employee resignation styles. Journal of Applied Psychology, 101(10), 1386.