The Basics on Developing the Resignation BSC

If there is one vital asset that companies share, it would be their employees. Companies should recognize this fact so that they can better handle their assets to begin with. It is understandable for companies to want to have the best people in their employ and having the best means holding on to them. Sometimes, though, employees resign from their jobs for all sorts of reasons – even the ones we consider the best. By maintaining a resignation BSC or balanced scorecard, it would then be easier to determine and understand the reasons behind such a move. With this in tow, you can then better prevent this from further happening.

It is very costly for any company to keep losing its employees. After all, these employees underwent training, which is already costly enough on any employee. When they resign, all those training expenses just go down the drain, and this is very frustrating on the part of the company. Moreover, the company would then have to incur more expenses because the hiring and recruiting process would have to be done all over again. Resignation cases are indeed troubling, which is all the more reason behind the implementation of this type of scorecard.

It is important to analyze the reasons behind resignation cases so that the company can come up with a program that can counter and prevent more of these cases from happening. With employee retention rates going down, the only logical step would then be performance improvement.

Several surveys have been conducted to determine the different reasons behind resignation cases, especially the ones that concern newly-hired employees. After all, what company would want their newly-hired employees to resign out of the blue? This would not give then any significant returns of investment whatsoever. Thus, it is important to determine the common reasons behind these cases so that companies can better prevent them from further happening.

One reason that tops the list is employee-job mismatch. When the new employee starts working, he might find out that he is not really the right person for the job. Maybe it is because of the work skills required for the position, that the employee believes he does not have what it takes to get the job done.

Another reason is job expectation to actual job mismatch. What happens here is that the employee finds out that his expectations of what the job is all about are not exactly as concrete as he had earlier hoped. More often than not, the employee feels dissatisfied with the situation, leading to imminent resignation. There are also times when the employee finds the job less interesting and less challenging than how it was portrayed earlier.

The workplace environment also plays a huge role when it comes to resignation cases. Perhaps the office setting is not pleasing to the employee. Maybe this pertains to the physical settings themselves. Or, this could be due to the relationships existing amongst his colleagues.

All these and more have to be taken into consideration when you are developing a resignation BSC for your company. With this in tow, hopefully, your company can find the best remedy to prevent further costly mistakes from happening.