The main reasons for the dismissal of employees statistics. Analytical reporting in personnel management

Layoffs and employee turnover is one of the most common problems in many companies. Breaking up with employers is stressful for both the dismissed person and the company itself, since finding new staff is always more costly than retaining current employees. Why specialists leave and what they expect from employers was found out in their study by the Recruitment Agency of Unique Specialists.

Why leave

The recruitment agency of unique specialists conducted a survey among job seekers in the Moscow labor market on the topic "The main reasons for dismissal and factors influencing the choice of employer." As the main reasons for leaving the employer, job seekers cite the lack of opportunities for professional development(29.2%), career advancement (29.2%) and low wages (27%).

Diagram #1. Reasons why employees leave employers, %

At the same time, if the top 3 reasons for the dismissal of specialist applicants are:

• low wages - 33.1%,
• lack of opportunities for professional growth - 32.4%,
• lack of opportunities for career growth - 30.4%,

then for managers it looks like this:

1. desire to change the industry - 29.7%,
2. lack of opportunities for career growth - 24.3%,
3. lack of opportunities for professional growth - 21.6%.

The results are explained by the difference in the motivation of specialists and managers. According to the General Director of the Recruitment Agency of Unique Specialists Ekaterina Krupina, “for specialists, the growth of salaries is associated with professional and career growth, while the main motivating factor for a manager is the desire for self-realization, they are more focused on new tasks, ideas, projects - hence and the desire to change the industry.

Diagram #2. Reasons for dismissal of specialists and management personnel, %

Factors that could change an applicant's decision to leave an employer

60% of the respondents answered that they would accept a counterfeit from the employer. 11.4% of employees would be satisfied with a transfer to another department or branch of the company. Only 3.8% of the candidates-specialists noted that in any case they would leave or are going to leave their employer. There are more of them among the leaders – 17.5%. Diagram #3.

What factors could influence the decision of the applicant not to leave the employer, %

“Most applicants would really agree to accept a counterfeit from an employer,” notes Ekaterina Krupin. - And a competent personnel policy of the company, taking adequate measures aimed at retaining professionals, investing in staff development can significantly reduce the cost of finding new employees. We would recommend looking for human resources within your own company - a third of specialists with higher education ready to develop professional level and focused on career advancement.

Factors that will influence the decision to accept the offer of a new employer

Almost 70% of the interviewed job seekers are attracted by new tasks and functions in the position offered by the employer, as well as higher wages compared to the previous one (66.8%). The transition to a higher position attracts 36% of applicants.

Diagram #4. What factors will influence the applicant's decision to accept the offer of a new employer, %

Only one third of applicants an important factor is formalized in accordance with labor law. The presence of VHI, social package and other similar benefits attracts a quarter of applicants (25.7% of respondents).

Diagram #5. The main factors influencing the decision to accept the employer's offer, %

If we consider the significance of various factors in employment for specialists and managers, the following is observed. In the first place in terms of importance for specialists and line personnel is a higher salary level than at the previous place of work - more than 65% of the interviewed applicants answered this way. While for 70% of managers the main factor in the search new work are new tasks and functions that he has to solve. In second place is a higher level of wages. And on the third - the transition to a higher position.

The employer brand for managers is a less significant factor in employment than for specialists - 10% versus 20%.

Data provided based on the results of a survey conducted in July 2011 among job seekers in the Moscow labor market. The sample is 200 people, specialists and managers with higher or secondary specialized education.

One of the most unpleasant management procedures is dismissal. Okay, if you yourself decide to part with a negligent employee: get ready, select words and grounds. But it happens that a valuable employee writes a statement on own will. For a leader, this moment usually comes unexpectedly. What to do - try to hold on or let go in peace? This dilemma will be discussed in the article.

Why would a valuable employee want to leave?

First of all, when you have a statement of your own on the table, you need to figure out why such a decision was made. Various sources give almost the same reasons:

Resignation as a form of protest

Once, the director of company "A" received a letter of resignation immediately from a whole team of installers (5 people). Taking into account the fact that the company's staff consists of 30 people, such a loss of qualified workers would be very tangible. There was a frank conversation with each of the resigning. The reason for the mass exodus was the management style of the new boss, who was appointed a year ago in the hope that he would establish discipline and a system of effective work.

The director talked to the boss and asked him a simple question: “What way do you see out of this situation?”. The boss blamed the installers, the secretary, the director himself, in general, everyone except himself. The director decided to fire the chief, the team remained to work. After a while, another leader was appointed, who found an approach to the installers, and the work went more efficiently.

Resignation letter as manipulation

Another example: a key employee comes with a letter of resignation and announces that competitors are offering him a higher salary. What do we do? The employee is really valuable and brings profit to the company, let's raise his salary! Great, but where is the guarantee that in six months his appetites will not grow again? How to understand if this is blackmail or if he really needs money, and everything else in our company suits him?

Managers recommend offering an increase in salary levels, but at the same time adding responsibilities, functions, subordinates, etc. If an employee agrees to take on an additional load, we will breathe a sigh of relief and continue our cooperation. If “bargaining” or whims begin, let him go in peace, attempts to retain the “star” usually do not end in anything good.

Personal reasons for leaving

It happens that personal reasons related to the employee’s family also induce to quit: illness close relative, moving to another city, the birth of a grandson, etc. Here, a personal conversation will help stop the dismissal and, perhaps, together you will be able to find an option to leave the employee and help him solve family problems.

Of course, we are for philanthropy, but business first. The main goal is to keep the employee and the established business processes that are associated with him. Acceptable solutions may be a free schedule or a reduced work day, an additional workload to be able to hire a carer, or the appointment of an assistant - there are a lot of options.

Keep the employee or let go? You decide!

The layoff situation key employee always delicate, and the employer must weigh all the pros and cons, consider the situation and its consequences from all sides.

Here is a table to help you. You can supplement it with arguments from your leadership experience.

Each dismissal situation must be analyzed and a decision made, taking into account all the nuances. Yes, it is not easy, but who will do it if not the leader!?

How to protect a business from dismissal of a key employee?

As a pioneer, a true leader should always be ready for these risks. Do not take the dismissal of a key figure personally as a betrayal or a knife in the back. To be a bit of a Buddha or Solomon, who always knew that "this too shall pass."

To minimize risks and protect yourself, you need to debug the system, register all business processes in order to new person I was able to get into it as quickly as possible and start working effectively. And, most importantly, to look closely at key employees, to know what they breathe, who has what problems, what goals, interests and fears.

Well, the top of the leader's professionalism is to foresee possible reasons layoffs and eliminate them even before the employee has a desire to quit. Remember, in Sun Tzu: “Being in order, they expect disorder; being in peace, waiting for unrest; this is the control of the heart.”

What can be done?

• take care of timely career advancement, salary growth and training of key figures,
• set interesting and challenging tasks,
• bring up personnel reserve, always have "reserve players" who can quickly take the vacant place and prevent failure,
• give earning based on a system of understandable KPIs,
• prevent conflicts in the team due to the leadership style of managers,
• praise and recognize merit and success.

  How do experts solve the "can't fire you can't keep" dilemma? We asked if it's worth keeping employees, and if so, by what methods, and here's what we learned ...

  We have been recruiting for over 12 years. Plus, I'm the leader consulting company. I am a supporter of dismissal without ceremony. Experience has shown that no persuasion, KPIs help. If the employee began to look "to the left", the outcome is certain. It's a question of time.

  I will give three examples.

  1. Internal auditor. Her duties included checking the correctness of accounting by ordinary accountants to customers who applied for accounting services. She was divine in her work. Not a single complaint.

  One day he comes and puts his resignation letter on the table. I ask what happened? She just got fed up with bookkeeping. In my free time, I took photography courses. As a result, she completely changed her profession. She worked as a freelance artist for 5 years and has now returned to work as an internal auditor in accounting firm.

  The reason for the dismissal was a change of profession.

  2. Leading specialist in accounting. Led one of the objects as an accountant-outsourcer. We alerted her to be ready for our internal auditor's review. On the second or third day puts a letter of resignation. We ask what's the matter, answers that the husband does not allow to work. This is a typical answer. Mom, dad, husband. We reminded her that a quality check of her work was scheduled. We will conduct an audit, after 2 weeks of working off, please.

  It should be noted that a clause was agreed with the customer in the contract that we do not have the right to change the accountant who is the executor of the contract during the year (contract validity period), otherwise the contract will be terminated.

  After our reminder, the girl stopped communicating and working altogether.
  She conveyed through couriers that she was pregnant for three whole days and was ordered to lie down. We told her, ok, work lying down. We will bring you documents and a laptop. Nothing helped.

  We have been suing this girl. The court, as the employers lost, lost the contract with the client. There have been continuous losses and sediment so far.

  Here the reason was the incompetence of the specialist and the lack of total control. The audit was decided to be held six months after the start of its work. And it should have been once a month.

  3. A case from the practice of a client that we observed. A novice accountant by experience, a chief by position, was assigned such a volume of work that she was unable to perform. 8 hours of work time was too little.

  For the first time, they persuaded me not to quit, making a rotation. The second time they persuaded, explaining what a dizzying career success awaits her. The third time they persuaded, putting pressure on the sense of responsibility. There was no fourth time. Silently she wrote a letter of resignation, quickly signed a bypass sheet for everyone and left. No processing. For 15 minutes.

  The reason is multitasking.

  If an employee decides to quit, sooner or later it will happen. Don't hold on to a key employee who decides to leave. You can give him a chance to return, after a hasty decision to dismiss. Do not drive him away, but give time to evaluate and think everything over. After all, no matter what you say, he has already made a decision, and he still will not hear your arguments. Even if you keep him for a while, he will still leave.

  In another company, he will evaluate and compare the atmosphere and will finally decide where it is better for him to work. If the decision is in favor of your company, then act and offer real conditions that will be comfortable for both parties as partners. Only in this way, the employee you need will remain in the company.

  But if you understand that the decision is in favor of another company, it is better to stay on good terms with him. If anything, you can always contact him. If he asks for a letter of recommendation, do not refuse, but recommend with better side. He will appreciate it.

  Do not be upset that a key employee has left, even if he works with clients. Attract a new employee, and prepare your customers for this. It happens that an employee tries to take your client away, intercept this initiative and offer clients the best conditions for working with your company. Reliable clients will appreciate it.

  And so that the employees you need do not leave you, monitor the staff, encourage, set new tasks, arrange holidays.

Speaking at the forum in Davos, he acknowledged that the situation in the economy is very difficult. The politician did not rule out that it would worsen, for which not only the authorities, but also business and society should prepare.

“For many, the current situation is not seen as a shock, but this is a misunderstanding of the situation ... We need to prepare for the fact that people will enter the market as unemployed, and they need to be adapted to new conditions,” Shuvalov said. — The anti-crisis plan for 2015 should be designed to help navigate the “hard landing”. The economy takes a hard seat. Everyone, from ordinary citizens to large corporations and the federal government, must learn to live in the new conditions.”

The new conditions that the Deputy Prime Minister spoke about have already been felt by a significant part of Russian society.

The sharp depreciation of the ruble was not the only problem. Many companies were forced to significantly cut staff

This applies to both private and public enterprises and institutions. Experts interviewed by Gazeta.Ru confirmed the facts of large-scale cuts.

Unemployed capital

Despite the fact that Moscow is traditionally considered a stronghold of vacancies, at present the situation on the labor market has changed for the worse. As experts explain, in the capital now, for the most part, physicians are laid off.

"Mostly reduce medical workers, - the deputy director of the employment center of the Western District told Gazeta.Ru. - These are the doctors. nurses, nurses, registrars. When the lists were submitted to us, it turned out that one third of the dismissed doctors were pensioners, one third were residents from other cities, and one third were Muscovites.”

The gross reduction of health workers was also confirmed in the employment center Central District Moscow. But at the same time, another feature was noted: without work in Lately more and more employees of the banking sector remain.

“This trend began to be traced in November-December last year and continues now,” commented Gazeta.Ru on the situation in the employment center of the Central Administrative District of Moscow. - Banks are constantly reducing their employees: cashiers, managers. Most of them are young people from 25 to 30 years old. But basically, they still reduce health workers of retirement and pre-retirement age. Of course, it is very difficult for pensioners to find a job: they have one chance in a hundred to find a new job.”

At the same time, experts note that the number of cuts is an order of magnitude higher than in previous years.

“Since the beginning of this year, more than 1,500 people in our district have been laid off. This is much more than in previous years.

- said "Gazeta.ru" head of the department for promoting the creation of jobs and accounting for vacancies of the GKU TsZN SAO Rodion Yukhnevich. “There are a lot of representatives of senior and junior medical personnel among the reduced ones. Moreover, half of the doctors are of retirement age. Since December 1, more than 800 medical workers have been registered with us. This is just in our area. We look for vacancies for them, send them to work, but only four of this number have found a job at the moment.”

Ivan worked for five years in one of the capital's clinics as a specialist in therapeutic massage. However, as it turned out, his specialty was not needed in the conditions of the crisis and health care reform.

"Comed to me chief physician clinics and told me to start looking for a new job. Already in February I will be laid off. Of course, some compensation will be paid, but the main problem is not money. says the paramedic. - The fact is that there are no vacancies in my specialty either in public or in private clinics. At first I thought that not everything is so bad: I will earn private practice, especially since I still have contacts of patients. But during the crisis, people began to consider massage a luxury.

Of course, I don’t want to at all, but, apparently, I will have to get a job at a warehouse as a loader or forwarder. I'll ruin my hands, but it's better than swelling from hunger.

In the southern district of the capital, in addition to physicians, workers in other areas were also laid off.

“Many managers, leading specialists become registered with us social sphere. Due to the fact that they are closing, many engineers are left without work,” Yukhnevich added.

But the head of the Superjob portal Alexey is convinced that finding a job in Moscow is not a problem. “If we are talking about Moscow or large metropolitan areas, then absolutely anyone of absolutely any specialty can find a job in a very short time,” Zakharov assured Gazeta.Ru. - It is not at all necessary that this position will have exactly the level of salary that he would like to receive. The work itself may also not be very close to home. But one way or another, everyone can find a job in their specialty.

The Deputy Head of the Information Department of the City Department of Labor and Employment told Gazeta.Ru that a sharp increase in unemployment has not been recorded at present. “We have not yet felt the crisis, it has not yet reached Moscow. Still, the capital has always lived with a deficit work force, and this is about 150 thousand unfilled vacancies in the city. So

no threatening situation on the labor market is foreseen for Moscow,” Skolyapov said. - It is quite difficult to predict something: it all depends on the economy.

After all, the employment service is its reflection, a mirror. If the economy continues to deteriorate, there will be corresponding trends in the market. But today everything is stable and nothing serious is observed in terms of exceeding the unemployment rate.”

According to the official data of the department, 27.9 thousand unemployed people are registered in the capital today. At the same time, 125.2 thousand vacancies were recorded in the data bank of the employment service.

Regional layoffs

The situation in the Russian regions is essentially not much different from the capital. In 2015, the number of layoffs in small towns may increase significantly. Experts also speak about the growth of unemployment in the subjects of the Federation.

“Unemployment will rise, of course. But the problem is in the regions, because unemployment is very local. The most acute situation will develop in small towns, perhaps even in some regional centers, but in general I don’t think there will be any catastrophic growth,” the labor market expert suggested.

Meanwhile, in the Kirov region, almost five thousand people may be left without work - this is twice as many as last year. This was stated by the head of the regional department of the employment service Petr Petrakov. By the beginning of 2015, more than 200 Kirov enterprises announced possible reductions. According to the official, workers in the transport sector, trade, the financial sector, manufacturing and agriculture may suffer the most from the cuts.

At the General Directorate for Labor and Employment of the Population Chelyabinsk region also announced upcoming layoffs. Until the end of March, enterprises in the region must lay off more than 9 thousand people. So, by the end of March 2015, plans to cut 6146 employees. At the same time, 7.5 thousand people work at the enterprise at the moment. In total, more than 220 companies intend to release employees.

And in Perm, officials will be laid off. Governor Perm Territory said that at least 5% of officials would lose their seats in the government of the region. The head of the Kama region explained such measures by the desire to "increase the efficiency of spending budget funds."

“I am a bank employee, and we also have no sugar: we are also shaking for workplace. There is a friend who turned to a lawyer to be reinstated in his workplace. Well, it seems to me, on the one hand, to protect your rights is good. But, on the other hand, how to continue working in a company where the door has already been shown? asks Svetlana, a mid-level worker in one of the provincial credit organizations. - Even if it turns out to be reinstated at work, the employer will find a way and will wait to fire him under the article. And figs then you will find work in this area. So I advise you to be optimistic, not to take everything to heart and not be afraid to try new things, that is, not to be lazy and look for a job you like.

An employee of Natalie Tours, who decided not to give her name, said that the travel agency was talking not only about cuts, but also about possible non-payment of salaries.

“I was verbally informed that from February 15 I would be laid off without paying any compensation at my own request or by agreement of the parties,” the woman is indignant. The company has no money. This fact did not suit me, as well as the fact that the head of the personnel department threatened with non-payment of salaries since December. It is very strange to hear this from a representative of a company that "values ​​its employees and provides them with ample opportunities for professional and career growth," according to their official website.

Recruitment agencies win

In the context of the crisis in the labor market, recruiting agencies turned out to be the winners. Although experts can only help narrow circle specialists, often twice as many job seekers began to apply to agencies.

“We are approached by a lot of economists – financiers, accountants, traditionally great amount lawyers. In addition, there are many requests from top management. Most of them are people between the ages of 30 and 50. The main reason why these people lost their jobs is restructuring, says project manager recruitment agency"Triumph" Elena. Many people are looking for a new job because of a change of office. That is, the company moves to another place, often in the Moscow region, and it is simply inconvenient for a person to get there. Or just the company is closed - now it is not uncommon. In general, about 200 job seekers contact us per day. Since the beginning of the year, about 900 resumes have been received, which is much more than last year.”

According to her, the agency has the opportunity to provide most of those who wish to work. “Despite the crisis, we are approached by companies that are looking for staff. We employ about nine people per month. But now employers have such a tendency that there is a decrease in wages. And even for the vacancy of a sales manager with a salary of 25 thousand rubles. plus interest respond even commercial directors", - said Nikiforova.

Taisiya Shub, manager of the Staffline recruitment company, said that in times of crisis, people are ready to work for less money.

“Almost all professions turn to us for help in finding a job. The vast majority are sales and purchasing managers. There are no exact statistics on the age of applicants, but in most cases they are people from 25 to 45 years old. Most of all people from regional representations who are now reduced in connection with uselessness — Shub reported. - The crisis is visible.

The daily number of incoming calls from job seekers has increased by about three times compared to the fall.”

A Staffline employee noticed that six months ago, the company was mostly contacted by people who voluntarily left their previous job, while now the majority are laid-off employees. “Every person who comes to us for an interview is either the one who was laid off, or he himself left the company due to funding cuts. Every. Even six months ago, these were people who left work of their own free will. They wanted something better instead of fleeing the ship. Now the situation has changed,” Shub sums up.

Aleksey Zakharov, head of the Superjob portal, is convinced that professionals will not be left without work even in a crisis in the labor market.

“It is impossible to raise the question of who is more in demand - a turner or a programmer, a driver or a lawyer. Since the economy needs drivers, lawyers, and turners. Therefore, within each profession, you can figure out which employees are needed. And it’s impossible to talk about which profession is now at the greatest risk,” explains Zakharov. - You can put the question in a different way: what specialists within the profession are at risk?

The answer is very simple: those who have not improved their professional level for the last three years, those who have a skill level below the average, are at risk of being fired.

And those who have a level above the average, even being fired, for example, due to the fact that the company collapsed, will very quickly find a job.

At the same time, in his opinion, things are somewhat worse in the regions, but the crisis will still be contained. “The same single-industry towns: if in them a person loses his job in his specialty, the enterprise is closed, then it is likely that a person will not find a new vacancy. But there are no mass cases. It is clear that some companies will not survive the crisis, this is normal. There were no mass layoffs in the industrial sector, at large enterprises in 2008, they did not allow this. They won’t allow it even now,” Zakharov said.

The general director of the St. Petersburg agency "1000 personnel" Maria thinks that the situation on the labor market will directly depend on the actions of the authorities.

“Currently, there is an increase in candidates for absolutely different directions. As usual, the first to be released are people who do not have too much influence on the final result, and those who, in the opinion of management, can be dispensed with. If we take categories, there have always been many economists and lawyers on the market. Production and administrative staff are also being made redundant. I think many companies will leave open positions, that is, a person leaves, but no one is hired in his place, says Margulis. - Now the responses of people, of course, are more than a year ago, about twice. But it should be noted that January is traditionally not the most active month. I believe that the situation will be clearer by spring, in the next two to three months.”

28.12.2015 01:55

Researchers from the Falcongaze think tank found out the main reasons for layoffs in 2015. The conclusions are based on data analysis of the program, which is used to optimize work processes and protect the enterprise from internal threats in logistics and manufacturing companies, retail chains, banking and oil and gas sector, as well as in scientific institutes and enterprises in the tourism and hospitality sector.

6th place

Search for a new job (7%). The labor law does not say that an employee can be fired forlooking for a new job , however, often the search for a new place ends with dismissal by agreement of the parties, if the employer becomes aware of it.

5th place

condemnation corporate policy and company management (9%). In times of crisis, companies are more attentive to the loyalty of employees.

4th place

Corruption, embezzlement and theft (15%). Almost one sixth of the dismissed employees left the companies on the basis of sub. "g" p. 6 h. 1 art. 81 and paragraph 7 of part 1 of Art. 81 of the Labor Code of the Russian Federation.

3rd place

Disclosure of confidential information (18%). Employees with whom the companies parted for this reason gave a written obligation to keep official, commercial or other secrets protected by law, but through negligence or malicious intent made this secret available to third parties. Experts note that in 2015 the number of incidents related to the sale of confidential corporate information to competitors has increased.

2nd place

Misuse of work time and the Internet (23%). In a crisis, efficiency is above all for the company. Personnel who spend work time for entertainment, runs the risk of being fired due to the employee’s repeated failure to perform work duties without good reasons(clause 5, part 1, article 81 of the Labor Code of the Russian Federation).

1st place

Reductions due to the unstable economic environment (28%). The crisis has required companies to make massive cost cuts. According to the researchers, termination employment contracts with employees at the initiative of the employer (clause 2, part 1, article 81 of the Labor Code of the Russian Federation) in 2015 occurred in all industries.

In few businesses, constant employee turnover can be a positive thing. For most employers, the departure of an employee is a stressful situation that negatively affects the entire work process and, accordingly, making a profit. Moreover, in some cases, the departure of a key employee in general can paralyze the work of the enterprise. And the requirement for a long preparation of a new employee for the existing process can also complicate the loss. Let's take a look at the most common reasons employees leave.

Reason for dismissal No. 12 - divergence of principles

Not so often now people because of ideological and fundamental disagreements with the employer. But sometimes there are situations in which dismissal for these reasons is possible. For example, when a company where a staunch vegan worked starts building a farm with cattle as a side project. Or when the company expresses support for certain policies that may cause dislike among the employee.

These situations represent only a small fraction of the total number independent dismissals of employees, but for many employers they are the most unpredictable. However, such a dismissal can usually cause serious damage to a business only with a small number of employees. And in small businesses, the employer always has the opportunity to prevent such events or at least be aware of the interests and principles of their employees.

In general, the head of the department, personnel specialists or the employer himself practically cannot influence such a situation. And such an influence, if it is possible, is unlikely to be justified - there is no point in sacrificing the interests of business for the interests of one individual employee. However, if the policy of the company and its actions cause massive dissatisfaction among employees, and such layoffs are not an isolated practice, you should seriously think about the chosen development vectors.

Reason for leaving number 11 - long distance

In general, precisely because of the long distance from home to work, employees rarely leave their workplace. After all, when applying for a job, they know what they will have to face. Another thing is when a change in the distance to work arose after the start of an employment relationship. For example, after moving the office or vice versa - changing the place of residence of an employee. Extra time spent on trips to the office, increased fares in intercity and urban transport - all these factors negatively affect the employee and may even push him to quit.

At the same time, the employer has the opportunity to influence this situation. If an employee is very valuable to the company, but has difficulty getting to work, you can offer him various compensation options. For example, a partial payment of the cost of transportation or a reduction in the actual requirements for staying at the workplace, if this is acceptable. I.e, valuable employee you can let go from work earlier, and wait for it later. However, this practice should be used in individually, as it can negatively affect the rest of the team, which will be dissatisfied with such excessive indulgences.

In general, it should always be borne in mind that when such a situation arises through the fault of the employer, for example, when moving a company, it is best to determine a number of indulgences for all working employees in advance and discuss options for additional benefits or other assistance with the workers themselves. In the event that third-party factors influenced the increase in travel time to and from work - changing routes public transport, closure of highways and roads for repairs - compromises should be sought with workers who are affected by such a change. If the problem is the relocation of one of the employees, any measures to improve his condition should be taken only if complete confidence that they will not affect the situation in the team.

Reason for dismissal #10 - personal factors

In most cases, people leave precisely because of dissatisfaction with certain aspects of labor relations. However, this does not apply to all situations - in some cases, the employer and his company are absolutely not connected with the dismissal of the employee. The reason for dismissal may lie in absolutely third-party, personal factors that affect the life of an employee.

Such situations include various family changes. or vice versa - a wedding, the birth of a child, a family relocation - the list of such situations that can eventually lead to dismissal is extremely wide. And the employer should not blame himself or look for errors in his own personnel policy if the employee quits precisely in connection with the circumstances that have developed in his personal life. The same situations include health problems that arise in workers, not related to professional activity. But in this case, nevertheless, the support of the employer and assistance can be of great importance for the resigning person.

At the same time, it is impossible to give recommendations that could definitely keep the employee in the workplace in this case. Of course, the employer can carefully discuss this issue with the employee and offer some kind of compromise solution, but such a compromise may not always be possible. Dismissals for personal reasons do not happen so often, therefore, first of all, they should be treated as a given - after all, human life is unstable, and not every person in it has work in the first place.

Reason for dismissal No. 9 - a critical situation in the company

In times of economic crises, many employees are looking for new opportunities and prospects, while others seek to get as much as possible immediately, without waiting for hard days. The same, only to a much greater extent, applies to crises not on the general market, but on the scale of a single enterprise. A difficult situation or a crisis that is just beginning can force workers to quit early, without waiting for the business to go bankrupt, after which they will only know that they have worked for free for several weeks or months without the opportunity to receive their earnings.

In the case when a crisis situation in business is present, a very important part anti-crisis measures should be precisely events dedicated to ordinary workers and key specialists this business. Difficult moments in business can become both a force that destroys the team and labor efficiency, and vice versa - a situation in which employees can rally and literally pull the business out of difficult times on their shoulders.

Therefore, it is important for the employer to inform employees about business crises as directly and openly as possible, however, without exaggerating too much. Debunking rumors and preventing panic, along with providing truthful, if not the most rosy information, can do much more than just gloss over existing problems and risks.

Reason for dismissal # 8 - low motivation of employees

Lack of motivation for work can lead to dismissal only in the most neglected cases. However, lack of motivation is a very serious problem in itself, and layoffs for this reason are the strongest marker of structural deficiencies. personnel policy enterprises. First of all, bonuses should be the main tool for motivating employees.

The current labor legislation allows the use of a wide variety of bonus systems for employees. However, many employers still approach the issue of assigning and paying bonuses only formally - simply writing them out to workers as an additional 13th wages or issuing regularly. Such a bonus almost completely destroys the very motivational essence of this procedure.

At the same time, promising bonus systems should focus on specific key indicators activities of each individual employee. In this case, when the employee has clearly set goals and the realization that their achievement will be rewarded by the employer, he is unlikely to quit due to lack of motivation. Moreover, a high-quality motivational system can even outweigh many other factors in the employee's value system that can push him to quit.

Reason for dismissal No. 7 - lack or insufficiency of social guarantees

Though the Russian Federation is a state with a strong social policy and a large amount of obligations of any employer to its employees, far from always simple compliance with standards Labor Code in a minimum amount may be sufficient for workers. Considering modern tendencies where many enterprises seek to win the loyalty of employees precisely with social guarantees, their small volume can be a serious reason for subsequent dismissal.

First of all, it should be noted that if there are layoffs for such reasons, then this is the main marker of the need for change. social policy business. In particular, current legislature in many ways allows employers to provide additional support to their employees without unnecessary costs and bureaucratic obstacles.

Social guarantees can be expressed in various options actions that include:

• Direct material support for employees in difficult life situations.
• Providing related leisure, recreation and entertainment for both the employees themselves and their families, including the provision of vouchers.
• Possibility of treatment in specialized medical institutions or additional medical insurance.
• Providing free access to professional courses.

A very effective option for retaining employees through social guarantees may serve as an obligation to pay perpetual or similar deductions to employees who have worked for a certain period of time. In this case, the very fact of the existence of such additional security in the future may force employees to ignore other negative factors and distract them from thinking about quitting or changing jobs.

Reason for dismissal # 6 - inadequate assessment of the efforts of employees

Often, inadequate assessment by the employer and management of the efforts of employees leads to subsequent dismissal. If situations arise in an enterprise when one of the employees may not work at all, and someone has to work for the entire department, it is very likely that an employee working for the entire department who does not receive any return from such activities simply, after all, decides to change jobs.

A misjudgment of the efforts of employees should be distinguished from a lack of motivation. In this situation, the employee quits precisely because it is the stable daily performance of direct work duties that does not remain evaluated or is incorrectly evaluated, and not an additional initiative or other features of the motivational system. Most often, authoritarian leaders do not pay due attention to working conditions and the distribution of work responsibilities between employees.

If the head of the department is only interested in the execution overall indicators department, and does not pay attention to the specific participation in the implementation of such indicators of individual employees, then in the end the most effective employees will definitely think about finding a different job. Such dismissal can be avoided by a qualitative daily assessment of labor and the correct distribution of labor responsibilities. In addition, so that the employee does not feel underestimated and does not work for the entire department on his own, it is not at all necessary to directly encourage his activity - a similar satisfaction of his sense of justice, as well as sufficient motivation for inefficient employees, can be achieved through the application of certain sanctions to underachieving employees.

Reason #5 for leaving – high stress levels

Many work activities can be stressful. Working with people, performing responsible actions, operating in or conditions - all this has an additional impact on the employee. Excessive levels of stress and nervous tension during work can cause chronic fatigue and even depression psychological problems and subsequent dismissal of the employee.

At the same time, it should be understood that the norms of the Labor Code do not always adequately assess the burden on workers. At one enterprise, a mandatory break with constant overload on employees will not be able to provide proper rest. At other enterprises, competent distribution of the load will make it possible to effectively use staff rest time for work purposes - for example, this is widely practiced in foreign IT companies that regard staff collective rest time as an excellent option for developing the skills necessary for programmers and other employees and cooperation between departments on purely voluntary basis.

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To avoid dismissals of employees due to excessive stress, you should first of all pay attention to the work of personnel specialists and the existing working conditions. In the case of too high a load or simply increased stress-generating factors, their influence should at least be compensated. However, not always even high wages and additional bonuses may be sufficient for an employee to work unquestioningly in too harsh conditions - therefore, the load should never be excessive, regardless of the established level of payment for such a load.

Reason for dismissal No. 4 - poor relationship with superiors or staff

A conflicting team or lack of trusting or just fair relationships with superiors can often be the reason for the dismissal of employees. Therefore, professional personnel specialists and employers pay great attention both the process of team building - creating an effective team of employees, and the preliminary selection of compatible with each other and with the existing team of applicants for vacancies.

In the event that a conflict arises directly with the manager or with the employer himself, one should unequivocally reconsider the relationship between such management and the employee and make an objective decision, not relying on subjective opinions. At the same time, from an objective point of view, both the employee himself and the employer or manager can be to blame for the problematic relationship, and the solution to such a problem will depend on many factors.

In general, problems in a team at large enterprises can be resolved by transferring an employee from one place to another. If one employee experiences a problem with the team, penalties and methods of influencing the team can eventually lead to the opposite result and only aggravate the existing conflict. However, if the tendency to constant conflicts with the team leads to the dismissal of a large number of employees, or to a constant turnover of personnel, when an established team does not accept new workers or literally poisons them, such behavior should not be condoned. At some point, even a complete renewal of such a toxic and aggressive team may be justified.

Reason for dismissal # 3 - boredom and monotony of the work process

The monotony of the work process and boredom in the workplace may seem like a mundane factor that cannot affect the dismissal of an employee. However, it is not. Even with a sufficient level of wages, the presence of good prospects for career advancement, social guarantees and other positive aspects of labor relations, excessive routine in the workplace can eventually lead the employee to depression or even dismissal of the employee. Similarly, boredom in the workplace, even if it is due to the lack of really necessary tasks, affects the employee in a similar way.

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Fight boredom and routine various methods. So, if the work process is monotonous and does not require too precise qualifications with specific knowledge, the constant rotation of workers between departments can be effective. Such rotation can be carried out both monthly and annually, or weekly or even several times during one working day. Restaurants are a great example of employee interchangeability. fast food- few of their employees can complain about the monotony of the work process. At the same time, such interchangeability of employees will definitely increase their qualifications and significantly reduce the damage to the enterprise in the event of the loss of one of the employees, since all other employees will be able to easily perform his duties without additional training.

Boredom is a sign of improper distribution of working time or work responsibilities. Of course, some positions may directly provide for the availability of free time for employees. For example, when working as a watchman, repairman or system administrator, their free time is just a signal of their effective work. There are many ways to avoid boredom among employees. If the presence of an employee at the workplace or in the immediate vicinity of him all the time is not necessary, you can shorten the working day or release workers early. If they need to always be present at the workplace, since their work may be required at any time, they should be provided with at least minimal tools for leisure activities. These can be banal access to the Internet, a special sports corner or a separate recreation area, the presence board games or other entertainment, mini-library.

Reason for dismissal number 2 - lack of prospects

Some employees leave only because there are no real prospects in their workplace. A long time of work with the same salary and in the same position without visible progress will definitely make the employee think about finding a more promising place of work. Even a small salary with wide opportunities for career growth in the future may not become an obstacle in this case for workers who are tired of staying at the same level.

At the same time, it is logical that not every employee is really worthy of an effective promotion or career advancement - vacancies In any case, there is not enough leadership for everyone. However, it should be remembered that in any enterprise there is an opportunity for employees to occupy additional positions. So, an employee who does not demonstrate managerial talent, but conscientiously fulfills his duties, can increase his salary and offer the role of an instructor for novice applicants, or simply provide additional income by issuing him the position of responsible for fire safety or other labor standards.

In some professions, there is also a certain career growth ceiling, above which the employee simply cannot rise. In this case, the employee is unlikely to quit for the indicated reason, however, he may begin to think about changing his specialty. If the employer appreciates such an employee in this capacity, good option there may be an offer to him of a combination with another position, providing for his own, separate career growth, if possible. Even the fact itself, albeit minimal prospects for the future, when reaching the "ceiling" in the employed specialty, can easily convince the employee to quit.

Reason #1 for leaving – low pay

The main reason for most layoffs of workers around the world is direct and banal dissatisfaction. salary. And to correct such dissatisfaction is both difficult and simple. Many employers prefer to simply turn a blind eye to the dismissal of employees due to low wages, and increase it after the fact that a valuable specialist has left. Such behavior is associated with a very common misconception and ineffective management practices that do not involve direct contact with the manager and direct questions about salary satisfaction and possible needs.

In the post-Soviet space, many managers simply do not offer high wages to resigning workers, fearing that such a dismissal is simply “blackmail”. But in the end, they become forced to raise the salaries of subsequent employees, having experienced problems with hiring new staff or their lack of professionalism. Therefore, it is better to prevent layoffs in advance and adequately assess the needs of workers and the situation on the market. If all competitors of an enterprise pay more for similar work, soon it may almost completely lose its professional workers and lose its position in the market even more.

In general, the pledge permanent job employees at the enterprise and the minimum number of layoffs, no matter how trite it may sound, are direct and trusting relationships between the employee and the employer. In fact, the employer should not take an authoritarian position in relation to employees and demonstrate their power - both sides of the labor relationship are, in a certain sense, completely equal. Maintaining such an atmosphere of equality will allow employees to independently state their claims or simply demonstrate their needs to the employer without being fired, which will improve the operation of the entire business without undue stress for both the manager and employees.