Reasons for Young Ace Employees' Resignation: Approximately 60% of Resignees 'Stated Their True Feelings'! The Anguish of SMEs Who Notice Warning Signs but Can Do Nothing
A survey conducted by Jinjib Inc. revealed that approximately 60% of young employees who resigned 'stated their true feelings.' Particularly in SMEs without HR functions, the inability to grasp the true reasons for resignation is highlighted as a major challenge.
📋 Article Processing Timeline
- 📰 Published: March 31, 2026 at 19:00
- 🔍 Collected: April 1, 2026 at 13:39 (18h 39m after Published)
- 🤖 AI Analyzed: April 22, 2026 at 01:31 (491h 51m after Collected)
Jinjib Inc. (Headquarters: Osaka) conducted a survey titled 'True Intentions vs. Public Reasons for Resignation' targeting (1) managers and executives of small and medium-sized enterprises (SMEs) without HR functions, and (2) men and women aged 20-35 who have resigned within the past five years.
[Background of the Survey]
Amidst severe labor shortages, retaining young talent in their 20s and 30s is a critical management challenge for companies. Especially for SMEs, continuing recruitment without improving fundamental company issues can lead to wasted recruitment and training costs.
In many workplaces, 'sudden resignation notices' cause surprise, and cases where the true underlying issues leading to resignation are overlooked are endless.
Therefore, this time, we focus on the true intentions and public reasons for resignation among SMEs and employees with resignation experience, and consider measures to prevent turnover from the gap between the two.
Survey Overview: 'True Intentions vs. Public Reasons for Resignation' Survey
- [Survey Period] Friday, March 13, 2026 – Tuesday, March 17, 2026
- [Survey Method] Internet survey conducted by PRIZMA (https://www.prizma-link.com/press)
- [Number of Respondents] 1,018 people (① 508 people / ② 510 people)
- [Target Audience] Monitors who responded as (1) managers and executives of SMEs without HR functions (aged 36 and above) / (2) men and women aged 20-35 who have resigned within the past five years and have responded about their performance at the company they left.
- *Definition of (1) 'having HR functions': A 'dedicated team' with knowledge of recruitment, talent development and training, and personnel evaluation systems, operating a PDCA cycle.
- *Regarding (2), those who answered about their performance at the company they left.
- [Survey Source] Jinjib Inc. (https://jinjib.co.jp/)
- [Monitor Provider] Sacrisa
## Approximately 60% of SMEs without HR functions reported not understanding the 'true reasons for resignation'!
First, we asked managers and executives of SMEs without HR functions, aged 36 and above.
Q1. Currently, what challenges or obstacles do you feel you face in preventing the resignation of young employees? (Multiple answers allowed)
When asked 'Currently, what challenges or obstacles do you feel you face in preventing the resignation of young employees?', the most common response was 'Not being able to grasp the true reasons for resignation or hidden dissatisfactions (46.5%)', followed by 'Inability to objectively visualize employee motivation (34.5%)' and 'Inability to notice signs of resignation (32.1%)'.
Since 'Not being able to grasp the reasons for resignation or dissatisfactions' was the most frequently chosen, it indicates that management does not sufficiently understand the background of turnover.
[Background of the Survey]
Amidst severe labor shortages, retaining young talent in their 20s and 30s is a critical management challenge for companies. Especially for SMEs, continuing recruitment without improving fundamental company issues can lead to wasted recruitment and training costs.
In many workplaces, 'sudden resignation notices' cause surprise, and cases where the true underlying issues leading to resignation are overlooked are endless.
Therefore, this time, we focus on the true intentions and public reasons for resignation among SMEs and employees with resignation experience, and consider measures to prevent turnover from the gap between the two.
Survey Overview: 'True Intentions vs. Public Reasons for Resignation' Survey
- [Survey Period] Friday, March 13, 2026 – Tuesday, March 17, 2026
- [Survey Method] Internet survey conducted by PRIZMA (https://www.prizma-link.com/press)
- [Number of Respondents] 1,018 people (① 508 people / ② 510 people)
- [Target Audience] Monitors who responded as (1) managers and executives of SMEs without HR functions (aged 36 and above) / (2) men and women aged 20-35 who have resigned within the past five years and have responded about their performance at the company they left.
- *Definition of (1) 'having HR functions': A 'dedicated team' with knowledge of recruitment, talent development and training, and personnel evaluation systems, operating a PDCA cycle.
- *Regarding (2), those who answered about their performance at the company they left.
- [Survey Source] Jinjib Inc. (https://jinjib.co.jp/)
- [Monitor Provider] Sacrisa
## Approximately 60% of SMEs without HR functions reported not understanding the 'true reasons for resignation'!
First, we asked managers and executives of SMEs without HR functions, aged 36 and above.
Q1. Currently, what challenges or obstacles do you feel you face in preventing the resignation of young employees? (Multiple answers allowed)
When asked 'Currently, what challenges or obstacles do you feel you face in preventing the resignation of young employees?', the most common response was 'Not being able to grasp the true reasons for resignation or hidden dissatisfactions (46.5%)', followed by 'Inability to objectively visualize employee motivation (34.5%)' and 'Inability to notice signs of resignation (32.1%)'.
Since 'Not being able to grasp the reasons for resignation or dissatisfactions' was the most frequently chosen, it indicates that management does not sufficiently understand the background of turnover.