1. “Push factors” which are able to be influenced by the organisation such as manager practices, company policies, pay, etc.
2. “Pull factors” which are not able to be influenced by the organisation such as health issues, moving away, pregnancy, etc.
It is important for you to know the difference between these two causes and then start benchmarking your results and improving the percentage each year.
The crucial part of this is to make sure that when employees give a “pull factor” as the reason they leave, that it is in fact true. “Getting a better job” isn’t a pull factor – it is the result of them disengaging and you need to find out what made them start LOOKING for another job. That’s where the real “push factor” will be uncovered.
Does your organisation collect valuable exit data? What are your organisations main “push” and “pull” factors? How does your organisation differentiate between the resignations that are able to be influenced and those that are not?
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