What Influences Turnover?
Posted on April 23, 2013 by TNS Consulting Team (via Scott Spayd)
When the topic of turnover comes up in organizations, most organizations believe they have this concept all figured out. Managers will tell you their thoughts about why employees leave their organization. If you have ever heard some of the reasons, like me, you may laugh to yourself thinking that they are missing the ball.
Think about jobs you have had in the past. What were your reasons for leaving previous jobs? While many would answer that bigger and better opportunities came along, there are also those that were simply unhappy at previous jobs.
Regets and Molleman’s (2013) research tells us that in many cases, interpersonal and social relationships with coworkers can have a significant impact on an employee’s intention to stay or leave their organization. On a day-to-day basis we all interact with our coworkers and share in social interaction. There are few jobs that involve no contact with others.
Interpersonal relationships at work are a tricky concept. We were all told in school when working on group projects that someday when we were working we would have no control over those that we worked with in a professional setting. I cannot even count the times a professor gave this lecture as classmates grumbled over group pairings. Yes, they were right. When we accept a job offer we do not always have control over who sits in the cubicle next to use no do we always know this up front when we accept a job.
The reality is that poor relationships in the workplace are detrimental. Why would anyone want to go to work knowing that they did not get along with their coworkers and working with them was drudgery? After time, this can wear down even the most persistent employee.
The researchers also connected interpersonal relationships at work with job satisfaction. Coworkers that get along with one another communicate with one another and share in the joys, trials, and difficult times together. They support one another and help build one another up when the going gets tough and rejoice together when success is the end result of long hours in the office.
What does your organization do to build interpersonal relationships?
Reference: Regts, G. & Molleman, E. (2013). To leave or not to leave: When receiving interpersonal citizenship behavior influences an employee’s turnover intention. Human Relations, 66, 193-218.