Tag Archives: #TheExcecutiveCorner

Why the Job Hoppers: Top Reasons Why Employees Quit

job_hopper_crop380wWith such a pivotal change in the market we’re finding a lot more job hoppers verses employees that hold tenure. In the 80’s and 90’s, the average number of jobs held by an individual during their career span was 1 to 5. Nowadays, according to the Bureau of Labor Statistics, those numbers have increased to 10 to 20.

job_hopperWe all know that economic factors play a significant role in the job market but even with the economy improving we haven’t seen a decrease in those numbers.  Two years is the average span for today’s worker to stay with one company.

When talking with my candidates, I have found several common elements on why they are looking to make a change.  You would think that money would be a motivating factor to actively seek employment elsewhere, but that hasn’t exactly been the case from my experience.  Most of the professionals I speak with are unhappy with the leadership, management and/or work environment of their organization.

So this leads me to the question; do employees leave companies or do they leave managers?


Is poor leadership and/or management a cause for this job hopping epidemic that we are seeing today?

I’ve listed the top reasons why employees leave their jobs…     6a017ee949a238970d019b00fd7c58970b-800wi

1. Management – Some people work very well independently and don’t need to be micro-managed, but when you’re an independent thinker, understand what it takes to get the job done, nothing is worse than having a manager hovering over you every 5 minutes and questioning your work.  That basically means that there is no trust between the employee and the manager.  This will cause a decrease in morale for the worker.

As managers, it is very important to be able to identify the areas of strengths and weaknesses among their employees.  This way you can delegate the team accordingly to synthesize and achieve successful end-results, while affirming each member that their strength was an attribute to the project.

2.  Lack of Recognition & Appreciation – Lets’ face it.  We all need to hear positive affirmations from time to time.  It makes us feel good; it gives us a sense of validation, that someone appreciates an aspect about you.  With that being said, it’s the same feeling in the workplace when you hear your boss say, “Good job” or decides to recognize your hard work and effort during a company meeting or awards ceremony.

3. Negative Work Environment – Nothing is worse than dreading to go to work everyday.  When you leave for the day, you feel as if a vampire has literally sucked the life out of you.  The negative impact can have tremendous effects on one’s personal life.

A negative work environment is caused by poor leadership.  Another factor that influences this is poor communication or broken down communication between departments.  Once negativity enters the workplace it begins to shift the culture of the organization and create disgruntle employees, which in return will affect overall production.

4. Work-life Balance – Without balance we fall.  So with that being said, everyone needs to have a work life and personal life balance. If not, you’ll begin to resent your employer and can easily fall into a depression.  Employees that work for a company that allows them flexibility, such as; extra vacation time, flexible work hours, incentives to earn time off and the ability to work from home, have proven to improve morale, increase production and have a low turn-over rate among employees.


5. No Growth Potential – Some people are absolutely okay with being stagnate in a position but others aren’t.  It’s probably safe to say that most workers want to advance and be able to meet their fullest potential.  Those are the individuals that would most likely leave an organization, especially if they feel their growth is stunted. Companies that promote within and offer bonuses have a tendency to retain their employees.  This displays commitment and investment towards their workers.  In addition, a company that offers continuing education, training and development programs have an increase in employee retention.

These compelling factors that I have mention are enough to motivate one to actively seek a new job.  It also should remind us that money isn’t everything but our sanity is. We will spend over half of our lifetime working, so lets’ make it the best possible experience until our last day, when our retirement begins.  Retirement-Ahead





Nonverbal Messages Are Critical To Successful Relationships

NonVerbal465% of the way we convey meaning in our messages is through nonverbal communication. Many of times, what one interprets from your behavior may not be what you intended. Nonverbal cues simultaneously  complement and clarifies the verbal message that you’re conveying, which allows more of an accurate interpretation and understanding to the “listener”.

Here are a list of Nonverbal Communication Codes:

  1. Appearance – Influences perceptions of credibility and attractiveness (clothing such as; baggy pants, baseball caps, distinctive t-shirts; jewelry, tattoos, piercings, makeup, cologne, eyeglasses, etc.)
  2. Kinesics – Body movement, gestures and posture.  This communicates interest in others, attitudes, information, status, credibility, and warmth
  3. Eye Contact – Conveys trustworthiness, sincerity, honesty and interest
  4. Facial Expressions – Reveals thoughts, expresses emotions and attitudes
  5. Touch – Communicates intimacy, affection and rejection
  6. Voice – Communicates emotion and clarifies the meaning of messages through pitch, rate (how fast or slow one speaks) and volume
  7. Environment – Provides context that alters behavior
  8. Space – Provides information about status, power and intimacy
  9. Territory – Provides cues as to ownership and occupancy of space nonverbal3

It can be a challenge to assess your own nonverbal communication behavior and to interpret others’, but this general framework of nonverbal communication codes can help in recognizing what areas call for improvement, as well as becoming more aware of the various forms of nonverbal communication.

What Is Your Motivating Factor?

Throughout my professional career I have seen countless of times active job seekers looking for the “next best thing”.  I always say, the grass may look greener on the other side, but keep in mind, it’s the pesticides that makes the grass look so green.  In other words, what you see or what you hear isn’t necessarily ‘real’ when you’re in the midst of your job search.

One question I always ask my candidates is, “What is your motivating factor”? This question is crucial in order for a recruiter to thoroughly understand why a candidate is even beginning to entertain the possibility of a new employment.  Yet, it surprises me, when so many can’t seem to come up with an answer.

Below is a list of motivating factors that I have heard during my tenure as a recruiter. Starting from the most common to least common:

1) Money – We all want to make more money, that’s a no brainier!  Questions you need to ask yourself are; Do my qualifications warrant a pay increase?  What about my degrees and/or certifications?  Does the tenure I hold at my current job influence a higher salary?

If your answer is ‘yes’ to at least two out of the three questions, then most likely an increase in salary is justifiable.

2) Positive Work Environment – Employees don’t leave companies, they leave managers.  I always ask my candidates what their current work environment is like, especially if I know they hold solid tenure with their current organization.  Also, what has kept them there for so long?  This is where I become completely transparent with them.  If I know that the reason they have longevity is because they like the people they work with, that tells me it’s a positive work environment and the company adhere’s to a culture that keeps the employee turn-around low.  So in this case, should an increase of $10,000 dollars be worth jumping ship, when in fact you enjoy waking up and going to work to be a part of a “healthy”, “non-toxic” team?

I always say that work environment should be everyone’s number one motivating factor. Think about it…  You can be making 30% higher in salary but when you’re dreading going to work and leave for the day feeling as if a vampire has literally sucked the life out of you, is the 30% increase worth your sanity?

3) Company That Offers Room For Advancement & Growth – Some people are perfectly content going to work, knowing what their responsibilities are and to perform the same tasks on daily basis.  But there are others that seek self-improvement, that want to challenge themselves and work their way up within the organization.  They’re not satisfied being stagnate.

If this is you, you need to ask yourself; How long have I been in the same role?  Are there any internal job openings that I know I’d be a great fit for?  Does my manager understand that I’m ready to take on more responsibility?

Once again, if you answer two out of the three questions with ‘yes’; which means you have applied internally as well as spoken to management and/or HR but feel you got no where, then most likely it’s time for you to find the opportunity that will give you the advancement you deserve.

4) Looking To Relocate – Many reasons why someone is looking to relocate are; their spouse needs to relocate for a job, warmer or colder climate, to be near family, children are in college and would like to be closer to them, or perhaps a change of school district.   Whatever the reason may be, I always suggest to write them down in numeric order with the first being their top reason.  This way your recruiter will be able to assist you better by narrowing down their job search on your behalf, based on geographic region and your top factors in order to relocate.

Prior to beginning your job search, know what your motivating factors are.  You always want your decision to be a win-win situation for you, your family and the company.