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Half of workers decided to give two weeks’ notice at a previous job because they felt undervalued, according to a survey on the submission of a notice with two weeks led by Monster in November.
Other reasons given? Their salary was too low (49%), they were burnt out (34%), they had a lack of promotion (33%), they wanted to make a career change (32%), the job was starting to feel boring or exhausting. (27%), had a lack of flexibility (20%) or had constant conflicts with colleagues (16%).
In general, workers were afraid to give their notice in a previous role due to fear that their new role would not be the right fit (20%) or because of concerns about the conversation or delivery of the notice two weeks (20%).
Workers shared their notice with employers in different ways. About 57% said they delivered the news in person, while 45% wrote a formal letter and 41% communicated via email.
While 19% of workers said they had given more than two weeks’ notice, 10% said they had not given previous employers formal notice. Additionally, 16% said they have not provided two full weeks.
In cases where workers can give less than two weeks’ notice, about 46% said they would do so if the start date of their new role did not allow for two weeks’ notice. Otherwise, 40% said they would do less than two weeks if they had a bad relationship with their manager, and 40% said they would if they had a bad relationship with their company. A third of workers said they would give less notice for fear of being let go immediately.
Most workers, about 79 percent, said they first reported to their manager or direct supervisor when they left their previous position. No worker reported to their assistant or mentor first.
Additionally, 51% of workers said they were more nervous about telling their manager or direct supervisor they were leaving, compared to 5% who were more nervous about telling their closest work friend.
about 1 in 7 workers wants to leave their current job next year, according to a recent report from Yoh, an international talent and outsourcing company. Workers indicated that they are more likely to leave their jobs if they receive an offer with higher pay or better benefits elsewhere.
To encourage retention, HR professionals can consider implementation of stay interviews to better understand what workers enjoy at work and what might drive them to leave, HR experts told HR Dive. However, instead of a formal onboarding process, HR managers can incorporate open-ended questions into regular feedback conversations to help employees open up and feel heard.
