It really doesn’t matter who we are, it is likely that we probably need our job. It doesn’t necessarily mean that we appreciate our job or that we love being there but it is a means to an end. We go there every day, collect our paycheck at the end of the week and then relax as much as possible during the weekend so we are prepared to get back to it again on Monday morning. It is a routine that we are all too familiar with, but it does come with a surprise sometimes.
More than likely, you know somebody who had a very stable job and it seemed like they had the world at their doorstep. Suddenly, they just quit their job, even though they were a good employee and the job itself may have seemed ideal. This happens in all companies, regardless of whether they are a small, family-owned business or if they are large international Corporation. Sometimes, good people just resign from their job and move on to greener pastures. Why does that happen?
Most people would assume that the reason why it happens is that they want more money. Would it surprise you to learn that money is not actually the primary factor?
A Facebook post went viral a few years ago that talked about why good employees leave:
When you look at how many people agreed, you have to admit that it is probably true. Research done by Hogan Assessments in 2017 found that 75% of American employees said that their direct manager is the “worst part of their job.”
65% would rather see their bosses replaced than get an increase in their salary. 23% of employees are looking for a new job every day.
In other words, it isn’t always about the money.
Although the bosses are the primary reason why these people may be looking for new work, there are also other reasons as well. Here are a few to chew on:
Overworked – At times, even the best employees will leave because they have too much of a workload. When you work in an office environment, the employee that has the most initiative will often end up with more work. It burns them out so it is best to give them a little breathing room.
No growth opportunity – when you go in for an interview, you will likely be asked where you see yourself in five years. The employee should be asking you because they want to keep you for that long but they may not give you growth opportunities. To overcome this, management can offer courses and training that will help to enhance the skills of the employee.
No appreciation – it doesn’t matter who we are, we want to be appreciated. You can show appreciation through a raise or bonus but sometimes, you just need to get a pat on the back and hear that you’re doing a good job.
No-confidence – this is a problem when employees are new but they need guidance and supervision to continue to grow with the company. Without the proper guidance, they will end up with a lack of confidence and typically move on.
No challenge – if an employee has been working at the same place for a long time, they probably do the same job day in and day out. This can cause them to lose interest and want to move on to another job.
Politics – Who of us hasn’t gotten frustrated over office politics? This can be a sticking point for those who just want to settle in and do a good job every day. This problem can sometimes be overcome by monitoring the contributions that employees give to the company. You can also give them a greater voice within reason.
Even if bosses understand why employees leave and try to make a fresh start, there is one thing that they can do to make a difference. They can communicate and encourage employees to communicate in return.
When open communication runs both ways, the employee feels safe in sharing their feelings and even some issues. They might reveal something that is taking place that could be corrected by management.
Then again, it is also important for the management to listen to what the employees have to say. Communication is a two-way street and if it is used properly, the possibility for employees moving on will be reduced.