Exit Reasons
We have been working on identifying the reasons our members leave and have come up with the following categories. It would be great to get our collective wisdom and feedback to see if we have missed anything or if a category is not clear.
If we are happy with the below categories, we can analyse our previous data based on our knowledge.
It will also form part of a leaving/exiting process currently underway.
Poll Created Tue 7 Feb 2023 9:54PM
Exit Reasons Closed Fri 24 Feb 2023 6:02AM
Thanks to everyone that voted- we had 33% of members respond to this Poll. Of those that voted, 95% responded with "Looks good- for now" and 5% voted "not sure yet". The results will be presented back to the Hooman Jedi on the 7th March. If you would like to come and discuss further, please join us.
We have been working on identifying the reasons our members leave and have come up with the following categories. They also correlate/link to our reporting requirements under Single Touch Payroll (STP) when someone leaves. It would be great to get our collective wisdom and feedback to see if we have missed anything or if a category is not clear.
If we are happy with the below categories, we can analyse our previous data based on our knowledge.
It will also form part of a leaving/exiting process currently underway.
The categories are:
Career advancement
Lack of Growth Opportunities
Lack of training and development opportunities
Organisational culture
Organisational structure
Workload – over worked
Insufficient hours
Lack or recognition and appreciation
Personal / family reasons / medical reasons (this is important to highlight as it may affect if someone should have their long service paid out early)
Lack of job satisfaction
Unsatisfactory pay or benefits
Relocating to another area and cannot perform their duties in this area.
Retirement
Dissatisfaction with job / duties
Working relationship with your coach
Other.
Results
| Results | Option | % of voters | Voters | |
|---|---|---|---|---|
|
|
Looks good- for now. | 32% | 22 |
JE
|
| Not sure yet | 1% | 1 |
|
|
| Concerned | 0% | 0 | ||
| Undecided | 66% | 45 |
AB
|
23 of 68 people have voted (33%)
Kate Johnstone
Tue 7 Feb 2023 9:55PM
Looks good and covers most bases. It might be good to put the word 'Burnout' in one of those - maybe 'Lack or recognition and appreciation' or 'Lack of job satisfaction' or 'Workload – over worked' ... all in all I think all bases are covered ... there's a lot of categories!
Martin Byrne
Tue 7 Feb 2023 9:55PM
I agree with Candice that the relocation category should not be included as it will alter the statistics. I think that a tick box of questions should be undertaken at onboarding and/or early coaching/mentoring stages where new members tick off that they have been trained in Jeder HR processes (e.g. are aware of getting own referrals, self-managed/organized, contributions required, compliance processes, Echidna notes records, 3-hour minimum shift, etc...).
Steve Ripley
Tue 7 Feb 2023 9:55PM
I'm happy with this. may need to apply 'Accessability Issues'. As someone who is heavily Braille reliant there are some IT & Braille friendly issues which can be a barrier. With magnification features there are some contrast issues with colour blends - difficult for a number of people with vision impairments to see diagrams etc. BUT these are things which our wonderful IT team are happy to work on. Likewise with Deaf people who need Auslan information if the english is too difficult.
Alexandria Brown
Tue 7 Feb 2023 9:55PM
Is there a way to cover 'lack of support understanding Jeder processes'? Understanding our ways and the way things operate can be tough when starting up. Maybe in the coach section?? or an induction category? Especially considering we lose most of our Neophytes in the first 12 months...
Dee Brooks
Tue 7 Feb 2023 9:55PM
Dot point 8 should say lack "of" recognition and appreciation
I think an addition about understanding the principles of a NSO would be useful
Renee Davies
Tue 7 Feb 2023 9:55PM
I think the list is good. I like the idea to add one specific to not understanding or not liking in practice NSO/Jeder processes. I also liked the secondary idea of Candice's to split the reasons into "things Jeder can work on/improve" and "things out of our control" to ensure accurate turn over figures
Margaret Henville
Tue 7 Feb 2023 9:55PM
As Alex said, understanding Jeder processes or maybe the amount of work that is needed to actively contribute to the org.
Francisco de Paula
Tue 7 Feb 2023 9:55PM
It is not for me self-manage organization. It lacks directions and clear/common objectives. There is gap between the theory and practice regarding equality. Mismatch of expectations-values-culture. Not meeting the membership expectations. Not meeting compliance.
Francisco de Paula Wed 8 Feb 2023 12:08PM
Thanks for the question, Yvonne. The comments made may also be a contributing factor for people to stay or leave, to engage and participate or stand by. I hope it makes sense.
It is about getting the right balance and understanding about the freedom we share and the responsibilities that freedom comes with.
From my perspective it is a big shift and transition to get to about 80% + of being NSO. How we do know and assess how where each one of us is at regarding achieving that 80% + towards NSO?
After the 2022 November Gathering, I drafted the attached two loops process with hope that might assist new members to navigate the transition in becoming the NSO. Again, this is a process and not an end point.
Francisco de Paula Wed 8 Feb 2023 12:10PM
oops - I forgot to attached the draft. Comments and feedback will take to the next level.
Jason Emmins Thu 16 Feb 2023 10:48AM
Thanks for clarifying Fran. I was a little confused of what you were meaning but the two loops cleared it up.
Yvonne · Wed 8 Feb 2023 10:43AM
@Francisco de Paula Can you please expand on your comments, please?