【人才流失】調查：逾七成受訪打工仔不會向上司透露真正離職原因 Survey suggests over 70% of employees would not reveal their true reasons for quitting their job

員工流失對任何企業而言都會帶來影響，例如導致生產力下降，甚至會損害財政。離職率通常反映了企業的深層問題，不過，台灣求職網yes123的調查揭示，77%受訪打工仔不會向上司透露真正離職原因。以下是員工離職的三大原因以及僱主可以採取的措施：

第一原因：就算再令人愉快的工作都會因失當的管治，而變得讓人無法忍受。一位有距離感、鮮有回應和挑剔的管理者會為工作環境帶來負面的風氣，根據哈佛商業評論的調查顯示，58％受訪員工表示相比自己的老闆，他們更信任陌生人。管理者應該建立平易近人的形象，並樂於接受員工的反饋。不少老闆吝嗇給予員工讚賞，但對員工而言，得到上司的肯定能增加士氣。賞識是除了金錢獎勵以外能激勵員工的方法，建立一個開放和包容的環境可以讓員工感到被重視和支持。

第二原因：財務考量也是員工辭職的原因之一。定期檢視薪酬方案並調整薪資，可以提升員工的工作滿意度和員工保留率。同時，提供保健、退休計劃和有薪休假等福利也有助於挽留員工。

第三原因：未能在工作中得到滿足感而辭職。如果員工覺得上班只是按部就班完成工作，就會容易感到失去意義和缺乏成就感。僱主可以定期向員工傳達公司的目標和價值觀，以及給予員工機會參與有意義的項目。當員工感覺能與公司的使命和價值觀連結時，他們才會有動力投入於工作，並繼續為公司效力。

僱主要就員工的辭職原因對症下藥，採取全面的解決方案，才能減少員工流失。值得注意，投資於員工不僅有利於公司發展，還有利於員工在工作中感到被重視和充實。

Employee turnover can have serious implications for any organisation. Not only does it lead to a loss of productivity and knowledge, but it also has financial consequences. However, it's important to recognize that turnover is often a symptom of deeper issues that need to be addressed. However, according to a survey conducted by the Taiwanese job search website, yes123, 77% of the interviewed employees admitted to not revealing their true reasons for leaving their jobs to their bosses. Here are three of the biggest reasons why employees quit, and what employers can do to mitigate them:

First reason: Poor management can make even the most enjoyable job unbearable. A distant, unresponsive and critical manager can create a negative atmosphere in the workplace. In fact, according to a survey by Harvard Business Review, 58% of employees said that they would trust a stranger more than their own bosses. Many bosses are reluctant to praise employees, but recognition from a boss can boost morale. Praising employees is a way to motivate them, besides monetary rewards. Managers should also be approachable and receptive to feedback from their employees. By creating an open and inclusive environment, they can help employees feel valued and supported.

Second reason: Financial concerns can also cause employees to resign. Regularly reviewing compensation packages and adjusting salaries to ensure they remain competitive can improve job satisfaction and retention. Offering benefits such as healthcare, retirement plans, and paid leave can also help.

Last reason: Employees may quit their jobs because they're not fulfilled at work. If employees feel like they are just "checking boxes" or performing mechanical tasks, they can easily lose a sense of purpose and achievement. Employers can regularly communicate the company's mission and values and provide opportunities for employees to get involved in meaningful projects. When they feel connected to the company's mission and values, they're more likely to be engaged and motivated to stay with the company.

Reducing employee turnover requires a holistic approach that addresses the underlying reasons why people quit their jobs. Investing in your employees not only benefits your company, but it also benefits your employees who feel valued and fulfilled in their work.