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How did it end up like this?

There are many reasons why individuals choose to leave their current firm. Whether it is a step-up from their existing post, a mid-career switch, relocation opportunities, or even going back to school! Whilst the above motivations are beyond many employers’ control as these reasons involve activities beyond the office; however, there is a fair share of employees who choose to quit – and employers can control this.

Should the blame only be weighed on the employers’ shoulders though? Budget constraints, the working environment, promotion of internal opportunities or processes are just some of the key points that employers have to crack their heads day in and day out.

The Break Up is a series that strives and hopes to find a middle ground that marries both the individual’s interests and the firm’s interests. In the long run, this series aspires to promote career longevity by tackling current human capital affairs.

In this 6-part article series, Funds Partnership Asia highlight both firms’ and individuals’ perspectives on 5 critical reasons why the career break up happens and what we can do to prevent it:

1. Role redundancy 
2. Salary mismatch 
3. Lacking of business processes and structures
4. Mismatch of expectations
5. Under-appreciated work

6 degrees before separation:

1. Shock & Disbelief
2. Denial & Guilt
3. Anger & Bargaining
4. Reflection
5. Working it through
6. Acceptance