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Reasons for termination: Stress and overwork revealed as the main causes!
FAU Erlangen-Nuremberg examines reasons for termination: focus on stress, development opportunities and leadership qualities.
Reasons for termination: Stress and overwork revealed as the main causes!
In a comprehensive study, the Friedrich-Alexander University Erlangen-Nuremberg (FAU) examined the reasons why employees voluntarily give up their jobs. The research, led by Dr. Sabine Hommelhoff shows that the causes of dismissals are complex and that often the manager alone cannot be held responsible. The findings were gained by evaluating 78 international studies as well as anonymous online surveys and exit interviews. Different perspectives were also taken into account in order to better understand the phenomenon.
The research found that overwork and stress were the most common reasons for resignations. A large number of employees are looking for better opportunities for advancement and development. Poor leadership skills were identified as the third most common reason for termination. Nevertheless, it is noteworthy that a quarter of the reasons for termination are not disclosed by employees. This shows that reasons often remain silent that could perhaps contribute to improving working conditions if exchanged openly.
The role of the leader and other influences
The study questions the well-known stereotype “people quit bosses, not jobs”. Contrary to the widespread assumption that superiors are primarily responsible for terminations, the study shows that other factors play a significant role. In particular, overload and the search for better conditions are in the foreground. It is emphasized that negative stereotypes about managers should be viewed critically. Problems with leadership are important, but not as central as often assumed.
Additionally, research shows that only about 60% of employees accept the offer of exit interviews. Negative topics are often avoided, which reduces the opportunity for employers to learn from the causes of termination. The results of the study encourage employers to respond more proactively to stressors and create opportunities for professional development.
Psychological consequences of termination
The emotional impact of termination is often profound and often leaves those affected in a state of shock. Employees experience feelings of exclusion and a loss of community. Studies show that the first activation phase is crucial for restoring psychological well-being, especially for mentally stable employees. However, employees who are left alone run the risk of falling into resignation and passivity.
However, many people are afraid to seek psychological support for fear of stigmatization. This can have negative psychological consequences, especially for those who define their self-worth strongly through their career. Low self-confidence, high identification with the job and unexpected terminations can particularly affect these vulnerable employees. According to psychologists, the topic of dismissal is another social taboo that is often kept secret from friends and family.
The FAU study results, supplemented by comprehensive psychological perspectives, illustrate the complexity of reasons for dismissal and the diverse psychological effects that accompany unemployment. Employers are required to not only improve working conditions, but also to listen to the emotional and mental concerns of their employees in order to increase long-term loyalty and satisfaction.