high staff turnover is prone in this industry is because employees do not find their place of work exciting enough.Through our extensive studies of the fitness and leisure industry we uncovered that in factturnover was associated to ‘push’ factors, otherwise characterised and resolved by makingchanges
the organisation. This correlation is strongly linked to front line managementand a good manager can reduce attrition within the organisation to near zero if they follow somesimple principles and practices, as outlined in this report.
Our findings; why people leave work?
Employees resign for many different reasons. Sometimes it is the attraction of a new job or theprospect of a period outside the workforce, which 'pulls' them. On other occasions they are'pushed' (due to dissatisfaction in their present jobs) to seek alternative employment. It can also be as a result of both ‘pull’ and ‘push’ factors.However, evidence strongly suggests that push factors are a great deal more significant in mostresignations than most managers appreciate.
It is relatively rare for people to leave jobs in which they are happy, even when offered higher pay elsewhere.
Another reason for voluntary turnover is a change in domestic circumstances outside the controlof any employer, as is the case when someone relocates with their spouse or partner. A lack of training and development opportunities is also a major reason for voluntary turnover. But we feelthat within the selected industries and for the benefit of this report, that in fact attrition isassociated to detrimental and often overlooked characteristics built within the framework of the business model. Once addressed, a happier, more motivated and more productive workforce willprevail.
research highlights the importance of front line managers and how their behaviour relatesdirectly to employee engagement, job satisfaction, advocacy and performance and therefore pushfactors. A poor relationship with a line manger can behind an individual’s decision to quit their job and leave the organisation, but its significance can be masked as a result of the difficultiesassociated with exit interviews. We have highlighted some of the key failings that line managers may invariably exercise:
anagement demands that one person does the job of two or more people, resulting inlonger days and weekend work.