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Name another reason that doesn't fall under those nine. I'm honestly not trying to argue, just asking. There aren't really that many reasons why people leave. P

Name another reason that doesn't fall under those nine. I'm honestly not trying to argue, just asking. There aren't really that many reasons why people leave. People leave because they aren't happy or aren't getting paid enough or they have a personal situation that dictates it. There are really just 3 reasons but I elaborated because I expected people to start chiming in with all of the reasons I missed.

kohanz 13y ago
Those reasons are so vague, though. Alright, so "people aren't happy", how should I go about fixing that as an employer? Step 1: find out what they are unhappy about. Hence the exit interview. IMHO, this information should be gathered well before exit, e.g. through regular 1-on-1's, but that's another discussion.
- schrodinger 13y ago
  An exit interview allows you to be more candid than in a regular 1-on-1. When you're still an employee you're more worried about saying something that could affect your perception.
  - kohanz 13y ago
    Good point. This also very much depends on the manager-employee relationship between the two people in the 1-on-1.
GotAnyMegadeth 13y ago
Just won the lottery Close relative has received a terminal diagnosis Believed their horrorscope Got pregnant Saved enough money to retire to Thailand Spouse has had an affair with a co-worker (Trust aside this is still a good reason)
- James_Duval 13y ago
  Most of these fall under: > They can get a better deal (non-monetary) elsewhere Just won the lottery, close relative received terminal diagnosis, got pregnant, believed their horoscope, saved enough to retire - these are all cases where someone believes they can get more value for themselves by leaving their job. Spouse has had an affair with a co-worker probably goes under "not happy with the culture"...
- aragot 13y ago
  I probably wouldn't talk about any of those reasons in most situations. People who leave usually negociate or talk up before they leave. If you need the exit interview, then your management is seriously unable to hear. In which case the exit interview won't be acted upon anyway.

kohanz 13y ago

Those reasons are so vague, though. Alright, so "people aren't happy", how should I go about fixing that as an employer? Step 1: find out what they are unhappy about. Hence the exit interview. IMHO, this information should be gathered well before exit, e.g. through regular 1-on-1's, but that's another discussion.

schrodinger 13y ago
An exit interview allows you to be more candid than in a regular 1-on-1. When you're still an employee you're more worried about saying something that could affect your perception.
- kohanz 13y ago
  Good point. This also very much depends on the manager-employee relationship between the two people in the 1-on-1.

GotAnyMegadeth 13y ago

Just won the lottery Close relative has received a terminal diagnosis Believed their horrorscope Got pregnant Saved enough money to retire to Thailand Spouse has had an affair with a co-worker (Trust aside this is still a good reason)

James_Duval 13y ago
Most of these fall under: > They can get a better deal (non-monetary) elsewhere Just won the lottery, close relative received terminal diagnosis, got pregnant, believed their horoscope, saved enough to retire - these are all cases where someone believes they can get more value for themselves by leaving their job. Spouse has had an affair with a co-worker probably goes under "not happy with the culture"...
aragot 13y ago
I probably wouldn't talk about any of those reasons in most situations. People who leave usually negociate or talk up before they leave. If you need the exit interview, then your management is seriously unable to hear. In which case the exit interview won't be acted upon anyway.