8 reasons to quit model employees

Still in the middle of the 21st century, organizations are far from being those efficiency machines in which supply and demand fit together perfectly, and the same is true in the internal sphere of companies: workers’ needs and what senior positions can offer are not always met to generate a solution that benefits all parties.

Where this is first noticeable is in the frequency with which workers quit.

Why do some good employees end up leaving companies?

Of course, there are many possible reasons why employees leave work in large numbers, but the main reasons, leaving aside causes outside the organization, can be summarized in the following.

1. The absurd contradictions

A lot of times, conflicts and communication errors that occur at the highest points of a company’s organizational chart they cause employees to receive contradictory orders with a certain frequency.

This is very easy to achieve when one or more people in charge of coordinating teams take too much for granted the knowledge and intentions of other leaders who are at the same hierarchical level, or when the skills of each are not clear and, without realizing it, they interfere in other people’s tasks by giving orders that they should not be giving.

Employees see these contradictions as a source of instability which, in addition to making his job less pleasant, could at some point turn into dismissal because of a superior.

2. Offenses against meritocracy

Raising or raising the wages of the wrong people not only tends to hurt the productivity of the company more, but also generates a bad organizational climate in which everyone takes it for granted that efforts do not have to be rewarded.

The internalization of this logic means that employees with lower expectations of their eventual promotion in the company tend to do whatever it takes to achieve the minimum goals that are required of them, while those who work in the company company for the opportunity to be promoted will seek other jobs.

3. Confuse the best employees with a patch

To think that the most productive and best-trained employees may be overburdened with their responsibilities and those of the part of the staff that is unable to function as needed (often in senior and middle positions) is to speculate on their performance and to act as a result. move in the future, some problems that accumulate over time.

If this is done, not only will the appearance of burn-out syndrome be favored among these “exemplary” employees, but also problems that are beyond his job will shift to him. When these workers resign, not only will there be a gap in their jobs, but the ineffectiveness of many other people will be fully exposed.

4. Getting used to the spirit of sacrifice

There are employees who, without anyone asking, earn more than what is expected of them. This is generally appreciated by their superiors, but it is possible that over time this kind of sacrifice will be taken for granted and that, in the month when the employee is working the fair, reproaches and recriminations appear for having worked less. This is a totally toxic practice and typical of operational situations, employees know it, so it won’t take long to disappear from the company.

If you want to guarantee that kind of extra effort, what you need to do is stop being extra. In other words, give something back.

5. Intrusions of privacy

However, having an informal and employee-friendly arrangement is not a bad thing. no one likes to be forced to be friends with their boss or boss. Strong emphasis on taking the nature of the relationship beyond the work environment can be seen as an intrusion and, if very intense and insistent, as a way of manipulating employees.

6. The lies

Lies are not just a sign of disrespecting the interlocutor. Everything that happens in an organization is given from the existence of covenants. If a superior clearly breaks his word, even on a seemingly insignificant subject, about what is being done in the company or what is going to be done in the future, it can be interpreted as a sign of threat.

Workers will interpret their superiors to only stop lying where the law requires and therefore can be swindled while their labor is stolen from them.

7. The inability to learn

It is true that not all employee profiles seek to learn in an organization, however depriving them of this possibility for those who want to develop their training is often fatal. Very few of these people are willing to stay with a company in exchange for a salary and a few lines on their resume – they need to feel like they are moving up a learning curve.

8. Lack of upward communication

Companies in which workers cannot get in touch with the highest positions in the organization chart, or which can only do so when they decide to, know that there is very little chance that their demands and needs are covered by the organization because in the first place they are not even heard. So, they will be pessimistic about their future in the organization and will seek other professions.

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