en
Candidates

Together, we’ll map out career-defining, life-changing pathways to achieve your career ambitions. Browse our range of services, advice, and resources.

Learn more
Services

We understand that no two organisations are the same. Find out more about how we've customised our recruitment offerings to help clients across South East Asia meet their needs

Read more
About Robert Walters Singapore

Since our establishment in 1998, our belief remains the same: Building strong relationships with people is vital in a successful partnership.

Learn more

Work for us

Our people are the difference. Hear stories from our people to learn more about a career at Robert Walters Singapore.

Learn more

5 reasons why employees resign - and how to stop them

The reasons why an employee wants to resign may be commonplace or obvious, like wanting to pursue other opportunities or feeling undervalued. But before an employee takes the plunge, employers are usually already aware.

About 85% of employers in Asia claim they can tell when someone on their staff is about to leave, according to our recent exit process survey. They believe they can foresee when an employee is contemplating leaving if he or she is distracted, disengaged, less efficient and often absent.

Keeping a conscious lookout for the tell-tale signs of an employee leaving is vital for three reasons. First, it helps you address the problem at an early stage and hopefully change the employee’s mind. Second, it gives you the chance to manage the resigning employee’s negativity from affecting the other employees, which could drag down morale and reduce overall productivity. And finally, it allows you to have more time to put a recruitment strategy in place.

So why do professionals leave and what can you do to prevent an employee from resigning?

1. Limited growth at the company

Professionals have a strong desire to grow at a company, and a lack of growth opportunities is one of two top reasons why employees leave a job. Recognising hard work and acknowledging employees for a job well done, in addition to setting a clear career path in place can make employees feel like they have a long-term future at the organisation.

2. Feeling underpaid

Salary is another top reason. Employees can easily find out what their peers in other companies are earning, which makes them acutely aware of their market value. Offering competitive salaries and other benefits can thus motivate them to stay. Keep in mind though that not every resignation is financial in nature, and that uncovering other underlying factors may be necessary to retain an employee.

3. No longer challenged

Good employees don’t want mindless work; they want to be engaged with their work and feel like they are continuously learning. Creating fresh challenges and setting new goals helps employees feel useful and keeps them interested.

4. Feeling undervalued

Employees want recognition for their work. When a company ignores an employee’s accomplishments, they may seek value elsewhere, such as with a new job. Implement a system that validates good workers so that your employees feel like an integral part of the company.

5. Corporate culture no longer fits

This may be the most difficult cause to fix. While other reasons centre on the individual, this is often a company-wide issue. However, promoting open communication in the workplace among managers and employees can bolster retention rates. Providing opportunities to network outside of the office also fosters a sense of camaraderie and loyalty. 

Ultimately, while employers would typically prefer to retain a valuable employee than hire someone new, it need not be frustrating to lose someone. Many employers believe there is cause for optimism once professionals have resigned: 87% viewed resignations as a good opportunity to add new talent to the business. 

Employee departures can also be a chance to gain a better understanding of what can be improved in your organisation through feedback that arises from the exit process. 

For more in-depth hiring advice, click here or contact us for a confidential discussion.

Share this article

Related content

Submit a Vacancy
Salary Survey
Hiring Advice
Get in touch

Find out more by contacting one of our specialist recruitment consultants

Related content

View All

Mindset of overseas Singaporeans with regards to moving back

As the Singapore job market gains momentum post-pandemic and local talents are increasingly sought after, we once again delved into the mind of the overseas Singaporean professionals on relocating back to Singapore. What drives them to consider returning home, and what factors hold them back? How do

Read More

The art of managing people

Managing people is no longer simply a responsibility - there is now an increasing recognition of the importance of the skill of people management. How well or badly a team is managed can affect employee retention, productivity, creativity and even your employees’ health. So it makes good business se

Read More

Managing Gen Y employees

Generation Y, also known as the ‘millennials’, are the fastest growing segment of the workforce. Raised in a time of global economic prosperity during the mid-80s, Generation Y is sometimes perceived as the most high maintenance cohort to ever enter the force. Often dissatisfied with their jobs and

Read More

I'm Robert Walters Are you?

Come join our global team of creative thinkers, problem solvers and game changers. We offer accelerated career progression, a dynamic culture and expert training.