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When long-term employees decide to leave, it serves as a wake-up call for any company. These are individuals who have dedicated years to contributing, shaping the company culture, and driving growth. Their departure is often not just a personal choice, but a reflection of deeper issues within the organization.
So, what are the real reasons behind their decision? Is the fault on them, or does the company play a significant role? Let’s explore this pressing issue with HRDept.vn.
According to Gallup’s 2023 report, 51% of employees are actively looking for new opportunities or open to external offers, even after years of service. A Deloitte survey further highlights key reasons:
🔹 45% leave due to a lack of career growth opportunities.
🔹 32% feel that their salary and benefits are no longer competitive.
🔹 23% lose motivation due to changes in company culture or leadership.
HRDept.vn emphasizes: "Losing one employee is normal, but when long-term employees start leaving in numbers, it’s a signal for the company to re-evaluate itself."
No one willingly leaves a company where they feel valued, challenged, and fairly compensated. So, what are the underlying causes?
Cause | Impact |
---|---|
Lack of career advancement | Employees see no future growth, leading to frustration. |
Uncompetitive compensation | As market salaries rise, employees leave for better-paying opportunities. |
Cultural shifts | When a company’s core values change, employees may feel disconnected. |
Poor management & leadership | Harvard Business Review states that 70% of employees leave due to their direct managers. |
HRDept.vn warns: "People don’t leave companies—they leave bad managers."
In some cases, employees leave due to personal motivations:
✔ Seeking new challenges and experiences.
✔ Prioritizing work-life balance.
✔ Pursuing career paths that the company cannot offer.
Regardless of the reasons, when a high percentage of long-term employees leave, it’s a clear sign that the company must rethink its talent retention strategy.
Employee loyalty should not be taken for granted. Instead, companies need a proactive retention strategy.
🔹 Key Retention Strategies:
Factor | Solution |
---|---|
Career Growth | Clear promotion paths, ongoing learning opportunities. |
Fair Compensation | Regular salary reviews, competitive benefits. |
Healthy Work Environment | A positive and engaging company culture. |
Inspirational Leadership | Managers who listen, guide, and support employees. |
HRDept.vn states: "Employees don’t expect a perfect company, but they do expect one that constantly strives to improve."
At HRDept.vn, we go beyond connecting job seekers with ethical employers—we help businesses build sustainable talent strategies to retain their best employees.
✔ Matching candidates with companies that align with their values and career goals.
✔ Providing expert HR consultancy for employee retention strategies.
✔ Optimizing recruitment processes to ensure long-term hires.
HRDept.vn guarantees: "We don’t just help you find great people—we help you keep them."
When long-term employees leave, it’s not just their decision—it’s a sign of imbalance in the employer-employee relationship.
💡 What should companies do?
✔ Listen to employees’ needs instead of just expecting loyalty.
✔ Continuously refine HR policies to match market trends.
✔ Build a strong, values-driven company culture rather than reacting only when employees leave.
HRDept.vn is committed to working alongside businesses and professionals to create a workplace that is sustainable, fair, and fulfilling.