The reasons that drive the people out the door are various, to figure them out can be highly helpful to the companies. As we know, there must be reasons for employees leaving the company. They may not be sufficient, but always enough to drive employees out the door, finding another job. For employees who have stayed in company over two years, they are generally reluctant to leave the company. But once they decided to leave, it will be difficult to keep. Therefore, to avoid this situation, it is a must to understand their true reason for leaving.
To begin with, the first-class talent can not get first-class team support,therefore, the employees feel unhappy. In the case of Sambian, Tom is of great talent and made excellent work, but the team left the treaty dead in the water. It’s really a pity when you have someone doing incredibly creative work, and the support structure isn’t there to let it see the light of day. And this can be a serious blow to the employee’s morale. According to the equity theory, an employee’s inputs, for which he or she expects a just return, include education/training, skills, creativity, seniority, age, personality traits, effort expended, and personal appearance. On the outcome side of the exchange, the organization provides such things as pay/bonuses, medical benefits, challenging assignments, job security, promotions, status symbols, recognition, and participation in important decisions. Tom showed his creativity to make a great piece, but finally his effort expended was in pain, moreover, his seniority in the company is relatively high. It is the company that did not give him corresponded outcomes, such as recognition, job security and so on. Tom evaluated that he received inadequate rewards to compensate for his contributive inputs, what is a feeling of inequity, so he chose to leave the company.
Secondly, the outcomes are not