...because AS PER THE HR, WORLD whenever any employee is asked this question WHY? and he replies OFFICE POLITICS< SUPERIOR RELATIONS in interview HE IS NOT RECRUITED and THE HR BELEIVES THESE ARE NOT A ISSUE TO LEAVE ORGSN...
Experienced Hr Professionals and Senior managers, and well as organizational development professionals have historically recognized that people leave organizations primarily because of the manager. Either the relationship is non supportive, or in worst cases, antagonistic, or the manager and the employee have differing work styles or objectives.
You state that you can not say "office politics" or "superior relationships". I would comment that you can... it just depends on HOW you relate them, and level of your experience in the world of work
If a fresh grad or new office assistant speaks to me of "office poltics" I try to understand what the scenario was BEFORE i dismiss them as not having enough workplace understanding or maturity to cope with the ups and downs of work life.
iI a senior professional identifies a scenario of poor fit with management idealogy or a lack alignment between their career goals that the organization, it can be a more than satisfactory reason for departure.
I have resigned from positions because of "poor fit" or that the direction my employer was embarking upon and how and where I wanted to contribute my talent were no longer compatible.
Lastly, so much research shows that when people have at least a liveable wage, money is NOT the prime motivator for leaving; its often some other reason entirely, even at more junior levels.
People want to feel that their contributions at whatever level matter to the organzation and that they are valued.
When an HR professional feels that they are seen soley as a paper pusher, or the one who does exactly what seniors desire, without having the opportunity to offer best practice recommendations... they leave in droves.
Superior talent always finds a new home where they can continue to grow.
Regards,
Bruncha
Experienced Hr Professionals and Senior managers, and well as organizational development professionals have historically recognized that people leave organizations primarily because of the manager. Either the relationship is non supportive, or in worst cases, antagonistic, or the manager and the employee have differing work styles or objectives.
You state that you can not say "office politics" or "superior relationships". I would comment that you can... it just depends on HOW you relate them, and level of your experience in the world of work
If a fresh grad or new office assistant speaks to me of "office poltics" I try to understand what the scenario was BEFORE i dismiss them as not having enough workplace understanding or maturity to cope with the ups and downs of work life.
iI a senior professional identifies a scenario of poor fit with management idealogy or a lack alignment between their career goals that the organization, it can be a more than satisfactory reason for departure.
I have resigned from positions because of "poor fit" or that the direction my employer was embarking upon and how and where I wanted to contribute my talent were no longer compatible.
Lastly, so much research shows that when people have at least a liveable wage, money is NOT the prime motivator for leaving; its often some other reason entirely, even at more junior levels.
People want to feel that their contributions at whatever level matter to the organzation and that they are valued.
When an HR professional feels that they are seen soley as a paper pusher, or the one who does exactly what seniors desire, without having the opportunity to offer best practice recommendations... they leave in droves.
Superior talent always finds a new home where they can continue to grow.
Regards,
Bruncha