“The reason is the lack of holidays, which leads to burnout. When it hits an employee, it is not surprising that when they finally get time to rest, they start thinking about leaving their job,” says Evelina Latyšovič, head of business operations of the Lithuanian division of the global personnel solutions company “Manpower”.
Most Lithuanians take vacations only in summer, but according to the expert, employees need rest not only in the warm season, but also in winter, autumn and spring.
“When planning vacations, it is important to spread them evenly throughout the year. For example, take at least a few days off during the season and don’t forget to plan a continuous two-week vacation. Because only then is it possible not only physically, but also mentally to fully detach from work and have quality rest”, says E. Latyšovič.
According to her, employees want to leave work during vacations because even during rest they cannot completely detach themselves from the responsibilities related to work activities. According to E. Latyšovič, this problem is most relevant for representatives of generation Z: “Only a third of them do not think about work at all during vacation. Baby Boomeriams it is easier to do – 50 percent. during their rest, they manage to forget the workplace and the responsibilities associated with it.”
Is it possible to save?
The expert is convinced that it is usually possible to save employees who return to work after a vacation and are considering leaving: “The most important thing is to take preventive measures not after, but before the vacation.”
In order for employees to return from vacation rested and not wanting to leave the company, it is important for employers, first, to plan the vacation schedule as early as possible.
“After doing this, you won’t have to worry so much whether the employees are at risk of burnout or whether they will willingly return to work after the vacation – says E. Latyšovič. – If it is not possible to give everyone a vacation in the summer, it is important to inform the employees about this in a timely and appropriate manner and to give them the opportunity to take a paid vacation at another time.”
However, there are also cases when it is no longer possible to save an employee in the company. According to the expert, this is not necessarily a negative phenomenon: “Perhaps the employer or work environment was simply not compatible with the outgoing colleague. In this case, it is better for the specialist to find another workplace, and for the employer to find another specialist.”
E. Latyšovič also notices that an employee’s decision to quit sometimes strikes employers like a bolt from the blue. Especially – if it was not discussed before and there were no signs of a planned resignation: “Both the employer and the employee are often overwhelmed by an avalanche of emotions – surprise, confusion, anger.”
How to say goodbye properly?
According to the expert, in any case, it is important for the employee and the employer to talk about where the origins of such a decision lie and to assess whether they are really intractable. If the employee still hesitates whether to leave the company, look for possible joint solutions. If no one can change the employee’s desire to leave the job, it is necessary to plan a job transfer-acceptance plan.
“Together with the outgoing employee, plan his work, discuss all implemented projects and other tasks for which he is responsible. Before leaving the organization, the employee will probably not be able to complete all his work. However, it is possible to leave the position without bigger “holes”, says E. Latyšovič.
The specialist also emphasizes that it is important to pay attention not only to the employees who leave the organization, but also to the employees who take over their jobs.
“As long as the employee who decided to leave the job is still working, part of his work should be immediately and gradually transferred to other specialists who will temporarily (or not) take over the responsibilities of the outgoing employee. This will make it easier for the employees taking over the work to do it with quality and stress-free. If questions arise, they will be able to be asked directly to the still working specialist”, explains E. Latyšovič.
According to her, employers should also remember to compensate for the extra work shouldered by other employees. Also, to communicate for what period a higher than usual workload is planned and to present a concrete plan, how and how long the search for a new team member will be, what functions he will perform.
However, employees who decide to leave the company should not forget their duties. For the latter, according to the expert, the most important thing is to properly complete all the work they have started.
“Even after deciding to say goodbye to the workplace, all remaining work must still be done with quality until the last minute. After all, expressing the desire to leave the organization does not end the working relationship with the employer, nor does the available competencies evaporate. Therefore, all the remaining work should be done as if it were the beginning of the work – in order to achieve the best result”, says E. Latyšovič.
According to the expert, the most important thing for both the employee who has decided to leave the company and the employer who escorts him is to remain professional: “Respecting organizational roles towards each other is necessary until the last minute. Nowadays, many career paths are unknown. Therefore, it is necessary to say goodbye in such a way that, after some time, it would be nice to meet a colleague in another or even in the same organization.”
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2024-08-06 12:06:57
