Until now, the system was stable, but recently the turnover rate has risen. do not you think so? For companies, there are negative aspects such as an increase in hiring costs and a decline in image, which is a source of concern for personnel managers. Therefore, in this article, we will analyze the reasons for leaving jobs in recent years based on the ranking of reasons for leaving jobs and the awareness survey, and explain how to identify the trend of leaving jobs and countermeasures.
[Average turnover rate of Japanese companies]
The Ministry of Health, Labor and Welfare’s “Employment Trend Survey” announces the average turnover rate and other data every year. The turnover rate trend has not changed significantly over the past few years, but please refer to it in light of your company’s situation and business conditions.
● The average turnover rate has remained around 15%: there has been no sharp increase in the last few years
The turnover rate in FY2020 was 14.2%. Although it has decreased slightly from the previous year, the turnover rate has remained at around 14-17% in recent years, and it has not risen in the last few years.
● The turnover rate varies depending on the type of business: The rate of turnover is high in the lodging and food service industries.
Looking at the results by business type, the job separation rate in fiscal 2020 was the highest in the lodging and food service industries at 26.9%, while the mining, quarrying, and gravel extraction industries had lower job separation rates than the average. I’m here. Looking back, there is no significant change in this trend.
The turnover rate of new graduates is over 30%: The turnover rate is particularly high in the first year
“Changes in the turnover rate within 3 years after employment for new graduates in 2020 by educational background” (Ministry of Health, Labor and Welfare)
In the last 10 years, the turnover rate within 3 years of new graduates is about 30% among university graduates. In particular, the turnover rate in the first year of new graduates is higher than in the second or third year, so if you want to reduce the turnover rate, it is important to approach hiring and new hires.
As mentioned above, the turnover rate varies greatly depending on the type of business, and the average turnover rate is determined by taking into consideration the situation of each company (there is a large bias toward certain age groups, and the turnover rate rises in certain age groups). How does your employee turnover rate compare to? It is necessary to judge
[Ranking of reasons for leaving a job]
● Analysis of reasons for leaving a job is essential to reduce the turnover rate
An effective way to reduce turnover is to analyze the reasons for leaving a job. It would be best to hear from the retiree himself, but it is not always the case that the true reason is stated to the company. Therefore, in addition to the “Employment Trend Survey” by the Ministry of Health, Labor and Welfare, it is necessary to refer to surveys conducted by career change sites, etc., and make inferences by comparing them with the situation of your company. Although the ranking of reasons for leaving jobs varies slightly depending on the survey, the reasons for leaving are common, so here we will introduce the results of the Ministry of Health, Labor and Welfare survey (2020) in ranking format.
Ranking of reasons for leaving a job: Human relationships, working conditions, and salary are the three major reasons
Except for other reasons, retirement age, and company reasons, the rankings for men and women are as follows.
|1||I didn’t like the interpersonal relationships at work.|
|2||Poor working conditions such as working hours and holidays|
|3||Income from salary was low|
|Four||I was worried about the future of the company.|
|Five||I couldn’t make the most of my abilities, personality, and qualifications|
|Five||I was not interested in the content of the work|
[Ranking of reasons for leaving new graduates and young employees]
Based on the survey conducted by the Cabinet Office in 2017, we ranked the reasons for job separation of new graduates. There are some differences from the ranking for all generations, so please refer to it if you want to focus on approaching new graduates who have a high turnover rate.
Ranking of reasons for leaving new graduates and young employees: “Because the job did not suit me” was the most common
|1||because the job didn’t suit me|
|2||due to poor interpersonal relationships|
|3||Unsatisfactory working hours, holidays and vacation conditions|
|Four||because the wages were not good|
|Five||Because quotas and responsibilities were too heavy|
|6||Because I was unable to use my skills and abilities|
|7||Because I thought that the company I worked for had no future|
[Commentary on the most common reasons for leaving and their background]
● 1. Human relations in the workplace
・Boss, colleague, subordinate…Different worries depending on the relationship
There are various worries such as the boss’s way of proceeding with work, disagreement with colleagues, subordinates’ management is not going well, etc., but there are many people of all generations and new graduates who quit due to personal relationships.
・ Recent backgrounds and trends: Impact of teleworking on human relationships
Some people feel that teleworking has progressed and worries about human relationships have decreased. On the other hand, some people feel that casual consultations and reports within the company have become difficult, and some people feel stressed by communicating only information through the screen, which is an element that works both positively and negatively.
●2. Working conditions such as working hours and holidays were bad.
・Dissatisfaction with working conditions
- long overtime
- Unpaid overtime is becoming the norm
- Different from the employment conditions at the time of joining
There are also many cases of resignation due to working conditions.
・Recent background and trends: More and more people are emphasizing work-life balance
According to the “Survey on Children’s and Young People’s Attitudes” conducted by the Cabinet Office in 2017, 63.7% of respondents answered that they “prioritize family and private life (private life) over work.” This is an increase from 52.9% at the time of the survey.
● 3. Income such as salary was low
According to the “Survey on the Attitudes of Children and Young People” conducted by the Cabinet Office in 2017, which surveyed young people’s attitudes toward employment, etc., the purpose of working (answer up to 2) was “to earn income”. 84.6% of those who did so were outstandingly high. Income is the main purpose of working, and naturally it is directly linked to job dissatisfaction and job separation.
● 4. The content of the work does not match
Job content mismatches are especially common among new graduates. It is not uncommon for a person to leave a job because it is different from the job they thought before joining the company. In some cases, the job applicants also decide on the conditions rather than the job content, so it is not a problem only for companies, but it can be said that efforts to reduce mismatches as much as possible are necessary.
[how to lower the turnover rate? ]
Here is an example of measures to reduce the unemployment rate.
Activation of internal communication
Insufficient internal communication not only hinders work, but also causes more people to worry about interpersonal relationships. Here are some ways to activate internal communication:
- Holding in-house events
- Publication of company newsletter
- Use of in-house SNS
- Conducting 1ON1 meetings
- Introduction of free address system
●Introduction of new work systems such as telecommuting
The introduction of new work systems, such as telecommuting, is effective mainly as a measure to eliminate dissatisfaction with working conditions. It can be said that there is a demand for a system in place to achieve a work-life balance from recent trends.
●Enhancement of welfare programs
To deal with dissatisfaction with wages, it is possible to take direct measures such as simply raising wages, but enhancing welfare programs will also lead to resolution.
● Review of the evaluation system
The feeling that “I am not being evaluated properly” leads to dissatisfaction with the company, including salary. If there are many people who are dissatisfied with their salary, it is necessary to establish a system that fairly evaluates their abilities and achievements.
● Clarification of recruitment targets, optimal placement according to skills, etc.
It is a countermeasure for the reason for leaving the job that the content of the work does not match. Recruitment mismatches are only negative for both the hiring side and the side being hired, so it is necessary to take firm measures.
[Predictions before leaving work: Starting to act differently than before]
If you can detect the signs before leaving the job and communicate appropriately, there are many cases where you can prevent leaving the job. An easy-to-understand sign of job separation is that they will start to behave differently than before. If you see any of the behaviors listed below, you may be feeling stressed or starting to move towards a career change.
- I used to say hello, but I stopped doing it
- started complaining
- I used to complain, but I stopped
- the desk is clean
- Comes to rise exactly on time
- More half-holidays
[Summary: To reduce the turnover rate, know the reason for leaving and improve the cause. ]
In order to reduce the turnover rate, it is necessary to understand the reason for leaving and to improve the cause. It is also important to communicate appropriately if you sense that the atmosphere is likely to leave your job.
However, there are many times when the resolution is hardened by the time you can detect the signs, and there is nothing you can do about it. It is also common for people to suddenly quit their jobs without being consulted by anyone or even being aware of it.