Leaving a Job: A Turning Point for Employees and Employers
Figure 1: Resign From a Job Professionally: Source: (Barber L., 2024)
Introduction
Leaving a job can have a big influence on the employer and is frequently viewed as a turning point in an employee's career. The change represents a turning point for both the employer and the individual, regardless of whether it is motivated by new opportunities, obstacles at work, or personal goals. Career mobility has become more widespread in today's dynamic employment market, and companies need to adjust to the changing demands of their workers. Fostering healthy workplace connections and long-term business growth requires an understanding of why employees depart and how this transition impacts both sides.
Discussion
Although job changes are sometimes
seen as purely personal decisions, they have more significant effects on job
markets and company culture. Leaving a job might represent development,
independence, or a new beginning for a person. Employers face both
possibilities and challenges as a result, such as acquiring new personnel with
fresh perspectives and dealing with issues like knowledge loss and recruitment
expenses.
In recent years, workplace transformations
accelerated by technology and post-pandemic shifts have emphasized flexibility,
mental health, and work-life balance (Klotz A. ,2021).
As a result, workers are more
inclined to quit unsatisfying jobs in search of opportunities that fit their
goals and ideals. Employers, on the other hand, need to reconsider retention
tactics and establish settings that foster wellbeing, learning, and engagement.
Reasons
for Leaving a Job
Employees decide to leave their jobs for various reasons, including:
·
Employees
think there career
growth & development
on having more opportunities for advancement or promotion &
develop new skills or specialize in a different area.
·
Young employees interested in a different industry
or job function. (career change or
redirection)
·
Desire for a better work–life balance/ Personal or family commitments requiring a
schedule change.
·
Looking for a job with better benefits & compensation.
·
Looking for a company with values or culture
that align more closely with their own.(work
environment & company culture)
·
Company restructuring, downsizing, or
instability.(company or role changes)
·
Relocating to a new city or country/ Attending
to health or family needs / pursuing further education (personal or educational reasons)
Figure 2: Respectable Reason for Leaving: Source: (Barber L., 2024)
Impact
on Employees and Employers
Impact on Employees
For employees, leaving a job can be both liberating and
stressful. On the positive side, it opens doors to new opportunities,
professional growth, and improved satisfaction. However, it also
involves uncertainty, financial instability, and the challenge of adapting to a
new environment (Mitchell T. R., & Lee T. W.
, 2001). Once
stability is restored, the transition period frequently leads to personal
growth and fresh motivation, albeit it may have an impact on mental health and
professional identity.
For employees, leaving a job can be a major turning point. It may happen due to:
- Better career opportunities
- Higher salary or benefits
- Desire for professional growth
- Workplace dissatisfaction
Example
from Sri Lanka:
In 2022, Many IT workers startups and global firms that offered remote work,
flexible schedules, and better compensation. They were able to develop
professionally, international exposure, and acquire new skills as a result.
Impact on Employers
When an employee leaves, there are several impacts for employers. Workflow disruptions, decreased productivity, and the expense of hiring and onboarding new employees are among the direct effects. Additionally, high turnover rates might harm organizational knowledge and team morale. These explanations take into account both personal goals and organizational structural problems that may raise turnover rates.
Employee turnover is a major barrier to achieving organizational goals. What is staff turnover?
However, by bringing in new talent, creativity, and viewpoints that spur organizational change, job changes can also be advantageous to businesses. To find trends and enhance employee retention tactics, astute businesses use exit interviews and turnover analytics.
For employers, employee turnover can have both challenges and opportunities:
- Challenges:
Loss of experienced staff, training costs for replacements, disruption in
ongoing projects.
- Opportunities:
Fresh talent can bring innovation, new skills, and energy to the
organization. It’s also a chance to reassess company culture and retention
strategies.
Example from Sri Lanka:
During the COVID-19 outbreak, retail
giant Softlogic faced a number of resignations. Although staffing shortages in
retail and administration presented an immediate difficulty, the company used
this as a springboard to enhance employee engagement programs, implement
training efforts into place, and provide superior benefits in order to retain
talent in the future
Mutual
Turning Point
Sometimes, leaving a job is a
strategic turning point for both sides:
- Employees get new opportunities and growth.
- Employers adapt, innovate, and strengthen their
workforce.
Sri
Lankan Context Example:
Several bank in Sri Lanka, like Sampath Bank, left for digital banking
startups. The banks had a talent shortage at first, but they overcame it by
redesigning their recruitment practices, initiating up skilling initiatives,
and building leadership pipelines
Conclusion
Leaving a job is more than just a
change in an individual's career; it's a turning
point that affects both employers' and
employees' futures. Employers must regard these changes as opportunities to
improve and strengthen their corporate culture, even as people strive for
development, balance, and contentment. Mutual growth and sustainability are
ensured by carefully, strategically, and empathetically handling job leavers.
Effective turnover management is a critical factor in determining long-term
performance in a workforce that is changing quickly.
This is a turning point in Sri Lanka, as it is in many other countries, presenting opportunities and challenges for both employees and employers.
References
Barber, L., 2024. How to resign from a job professionally. VidCruiter. [Online]
Available at: https://vidcruiter.com/resources/how-to-resign-from-a-job/
[Accessed 07 November 2025].
Klotz, A., 2021. The Great Resignation: Why People Are Leaving Their Jobs in Growing Numbers. 22 October. [Online]
Available at: https://www.wbez.org/consider-this-from-npr-wbez/2021/10/22/the-great-resignation-why-people-are-leaving-their-jobs-in-growing-numbers WBEZ
[Accessed 07 November 2025].
Mitchell, T.R. & Lee, T.W., 2001. The unfolding model of voluntary turnover and job embeddedness: Foundations for a comprehensive theory of attachment. In: B.M. Staw & R.I. Sutton, eds., Research in Organizational Behavior, Vol. 23. Amsterdam: Elsevier / JAI Press, pp. 189–246.
Sampath Bank, 2025. Online Banking. [Online]
Available at: https://www.sampath.lk/digital-banking/online-banking?section=
[Accessed 07 November 2025].
Softlogic Life, 2025. Fitting into the “New Normal”: How Life Insurance Can Succeed in the Post‑COVID Economy. [Online]
Available at: https://softlogiclife.lk/news/fitting-into-the-new-normal-how-life-insurance-can-succeed-in-the-post-covid-economy/
[Accessed 07 November 2025].
This report clearly explains the reasons and effects of leaving a job from both employee and employer perspectives, using relevant examples from Sri Lanka. However, it could be improved by providing more critical analysis — for example, comparing how turnover impacts small vs. large organizations, or evaluating whether employers’ retention strategies are truly effective. Adding more evidence or contrasting viewpoints would make the discussion stronger and more analytical
ReplyDeleteThank you for sharing your academic insights on this topic. Frequent job changes can sometimes affect how an employee’s career path is perceived. Many employers may question stability or commitment when they see too many transitions on a CV.
DeleteGreat conversation about staff changes. From an HR standpoint, the present is an important time to collect information because leadership feedback, engagement statistics, and exit interviews might uncover latent structural or cultural problems. Both parties are urged by the theme to view job changes as chances for both individual and organizational growth.
ReplyDeleteThank you comment for my post. The HR department usually conducts an exit interview before an employee leaves the company, giving them a chance to explain their reasons for resigning. However, it’s important for employees to think carefully before making the decision to leave a job.
DeleteThis article provides a concise and useful summary of job departure as a turning point for both parties, skillfully outlining the various causes of departure, the reciprocal effects on employers and employees, and illuminating these dynamics with pertinent Sri Lankan examples.
ReplyDeleteThank you for adding your ideas. For example, in the banking sector, when employers decide to digitalize their operations, it can have a big impact on job seekers and current employees. Some people may leave their previous jobs hoping to join a bank, but as digital systems reduce the need for new staff, they often face fewer opportunities. This situation can discourage employees and make them feel uncertain about their career growth.
DeleteA thoughtful post exploring how resignations impact both employees and organisations. You clearly explained emotional, financial, and strategic implications. To strengthen academic quality, consider adding in-text citations (author, year) and maybe a real organisational example of exit management or knowledge transfer.
ReplyDeleteThank you for your encouraging words. I tried to explain that this topic represents a real turning point for both employees and employers. When an employee decides to leave, it’s not just a change for them , it also impacts the organization. Understanding both sides can help create better communication, smoother transitions, and stronger career development for everyone involved.
ReplyDeleteThis comment has been removed by the author.
ReplyDeleteGreat post! You make a powerful point about how leaving a job can be a turning point not just for employees, but for organizations too — in a Sri Lankan state bank, understanding why people leave could help HR build stronger retention strategies, while also using departures as a chance to learn and grow.
ReplyDeleteThank you for your thoughtful comment. It highlights that when employees leave, especially in Sri Lankan state banks. It’s important for HR to understand the reasons. By doing so, HR can develop better strategies to retain staff, improve the work environment, and help the organization grow. This shows that employee departures can be a learning opportunity, not just a loss.
ReplyDeleteThis blog provides a thoughtful and well-balanced look at how leaving a job affects both employees and employers. It clearly explains the reasons behind job changes, their emotional and practical impact, and how organisations can respond through better retention, culture, and workforce planning. The inclusion of Sri Lankan examples makes the discussion relevant and relatable. Overall, it is an insightful and well-structured analysis that highlights job transitions as meaningful turning points with opportunities for growth on both sides.
ReplyDeleteI tried to highlight both the employee and employer perspectives, so it means a lot to know that it came through effectively. Your appreciation truly encourages me, and I’m grateful for your support.
ReplyDeleteAs someone working in hospitality, I found this article very relatable. In hotels, staff departures are not just about filling a vacancy—they affect guest experience, team morale, and the culture we build every day. When a colleague leaves, it can feel like losing part of the family, but it also reminds us to keep improving our work environment, career pathways, and wellbeing initiatives. In our industry, where service quality depends so much on people, managing turnover with empathy and foresight is critical. I appreciate how the article highlights both the challenges and opportunities—because in hospitality, every transition can be a chance to bring in new energy while reaffirming the values that keep our teams engaged and our guests satisfied
ReplyDeleteAbsolutely. You’ve captured it perfectly—staff turnover in hospitality affects more than just operations, it touches morale, culture, and guest experience. Managing transitions with empathy and creating strong career and wellbeing initiatives is key to keeping teams motivated and service levels high. Every change really is an opportunity to strengthen the workplace and bring in fresh energy.
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