When people leave for 'personal reasons'

Over the last 2 weeks, I have done some research on the connection between turnover and coaching skills in Leaders.

I found a startling data point in a source: while 49% of employers report employees leave for "personal reasons," only 21% of employees actually cite personal reasons as their true motivation for departing later onn. It's just a cover-up wording and indicator for a lack of psychological safety. Exit interviews also rarely discover the true reasons. (#1)

To me, this striking disconnect reveals something: we're missing vital conversations that could prevent unnecessary turnover and identify those true reasons early enough, so we can do something about it.

What are some of the skills that can help us identify the true reasons for someone leaving?

Active Listening with Purpose

When leaders truly listen, magic happens. A shocking 45% of employees who left their jobs report that no leader discussed their job satisfaction or future with them in their latest three months. In fact, 77% of employees make their decision to leave within just three months of starting their job search. (#2)

Creating Psychological Safety

With 73% of employees reporting that turnover burdens existing employees, the ability to create trust is beyond doubt. Leaders with coaching skills excel at creating environments where employees feel safe sharing their real concerns before they become resignation letters. (#1)

Emotional Intelligence

Decisions to leave are not made in the head, but in the heart. Even the most rational Leader must have the skills to put themselves in the shoes of their reports, to understand how emotions influence ideas, behaviors, and actions in others. This skill helps leaders navigate team challenges and buffer against issues before they occur. When we combine this with active listening and psychological safety, it creates an environment where genuine conversations can flourish.

Why is all this important?

If we use these skills well, we identify issues early enough that we can do something about it. In this global talent crunch, this can give us the needed edge to keep our people and keep them engaged.

How to learn these skills? Well, the coaching toolkit 101 that we published recently gives a light-hearted look at it. It's a combination of mindset, skillset and process! Please have a look! You can download it here again (Direct PDF Download), in case you misplaced it (I know it happens 😄)

Wish you well in the coming week!