30-something employees probably aren't leaving your company for the reasons you cerebrate
Women want babies and men want more mazuma, right?
Both bide their time until their 30s, at which point they leave their companies in pursuit of the lifestyles they genuinely want.
This assessment sounds plausible because it's the one we've auricularly discerned perpetually again. But research reveals a different story.
According to a recent study published by the International Consortium for Executive Development Research (ICEDR) and highlighted in The Harvard Business Review, 30-something men and women don't leave for the reasons their managers might postulate.
As it turns out, women in their 30s are more liable to leave for more mazuma than men in their 30s are.
Women's top reason for quitting is finding a job elsewhere that pays more — 65% of women cited this issue as a reason for quitting; they could optate more than one reason.
Meanwhile, men's top reason for quitting is that there aren't enough opportunities for learning and development — 65% of men cited this issue as a reason for quitting.
This finding jibes with recent research by Deloitte, which suggests that millennials leave their organizations primarily because they don't visually perceive opportunities for leadership development.
To be sure, 54% of women cited wanting to spend more time with their family as a reason of quitting, while fewer men verbally expressed the same — in fact, it doesn't make the top five reasons for men.
Yet men's and women's top reasons for quitting their jobs overlap considerably. Men and women both cite inadequate emolument, lack of development opportunities, and lack of paramount work as key factors in their decision to depart.
Inditing in The Harvard Business Review, Christie Hunter Arscott, who coauthored the study, discusses how the findings apply to women in particular. She verbalizes it's paramount for bellwethers to ask women why they're departing, in lieu of postulating it's conspicuous.
Moreover, Arscott recommends that organizations consider pay and emolument fairness — and not just work-life balance programs — as strategies for retaining women in their 30s. In fact, she verbalizes, these strategies may avail retain men as well.
Bottom line? Don't surmise women are leaving because they anticipate challenges balancing work and family. Instead, agnize that they're leaving because they optate much the same things men want: better pay and fair emolument.
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Jillur Rahman
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