quit job The decision made by one’s own will is usually not an easy one, and the reasons for doing it are varied. There are professionals who leave their positions because they are dissatisfied, and there are other professionals in their professional circles who, despite being successful with their colleagues and employers, want to take their careers to the next level.
In a competitive market where talent is important to find and retain, companies cannot afford to “forget” employees who have decided to leave and may be tempted to return when the opportunity arises. Therefore, many companies define it. return programs allowing them to maintain contact with their former employees and rehire them if circumstances permit.
to learn more about reasons why workers decide to leave their jobs and if they are considering going back to work for a former employer, PageGroup surveyed 1,295 job seekers in Spain. A study with the following conclusions:
How many people quit a job and why?
74% of respondents say they have voluntarily resigned from a job at least once. About the following factors triggered the decision to leave:
– 40% say they want it take more responsibility and increase their professional development.
– 27% only one change: a new position or career, a different industry, etc.
– 24% searches improve conditions such as working hours, flexibility or proximity to the workplace.
One of the main implications is that the feeling of having reached the limit is a critical factor in many people’s decision to leave. Some employees have aspirations and ambitions that simply cannot be met by their current employer.
Companies can take steps to retain these employees, such as speeding up their career development and/or offering better compensation packages. However, if an employee wants to change industries or needs to leave for personal reasons, there is nothing the company can do to prevent it.
Leaving or changing jobs?
Not everyone who leaves a company has another job. In fact, half (49.2%) claim to have quit at least once in their career without a new job to go to.
Do those who leave voluntarily regret their decisions?
79.5% of survey respondents assure: he didn’t regret leaving a job voluntarily. The remaining 20.5%, that is, the rate of those who regret leaving the job:
– 49.5% approve of this new company was not what i expected or wanted. He is far from his ideal job.
– 15.3% guarantee i miss your old friends
Employment Survey Findings
First, the results from the survey confirm what most professionals already know. Changing jobs always carries risks, and not every opportunity is made from scratch..
Second, they emphasize its importance. human factor. Employees often form very close and mutually rewarding relationships with their co-workers. Even people who don’t regret quitting often miss their old coworkers. Therefore, it may make sense to consider former employers when considering career options.
Going back to an old job or not?
Sometimes returning to a company that left itself may seem like a setback, but in other respects it can be considered progress. In fact, about 77% of respondents say they have accepted a position at one of their former employers or would consider doing so if the opportunity arises.
Fantastic Potential talent pool for companies looking to fill workforce gaps. But are companies doing enough to promote comeback programs and encourage these former employees to return? It doesn’t seem so, as almost 8 out of 10 respondents (78%) say they’ve never heard of these programs.
Obviously companies need to work to make these initiatives more visible. At the same time, they have to constantly review and improve your corporate culturebecause 77.5% of respondents agree that this is a critical factor in an employee’s decision to return.
The good news for companies is that only a small percentage of respondents think it was a mistake to return to a former employer. More than half (59%) disagree with the statement that candidates should never come back, while 33% neither agree nor disagree. In addition, more than half (60%) think that in the end, a return is a winning solution for everyone, both companies and their former employees.
Same way, The companies themselves also view the rehiring of former workers positivelydespite being valued effort to protect and retain. 38% of respondents agree with the statement that companies should focus on retaining current employees rather than upgrading ex-employees. About 40% of the respondents neither agree nor disagree with this statement. On the other hand, 46% of respondents think that a returning employee can outperform a new one.
These Statistics are encouraging for companies considering incorporating rehiring into their hiring strategy.. Employers can expand their talent pool and recruit both familiar and new faces by creating comeback programs and using social media and other channels to make them as visible as possible.