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8 Reasons Great Employees Quit (Even Though They Like The Job)

8 Reasons Great Employees Quit (Even Though They Like The Job)

There are many reasons why people change jobs. These days, it is uncommon for someone to get a job and stick with it for the rest of their life. There are many opportunities and our lives are filled with diversity and flexibility. However, there are often patterns to why people decide to move on from what seemingly is ideal employment — and it isn’t just about the money or the location.

Here are eight common reasons why someone might quit their job.

1. Disrespected and undervalued staff

When you are treated like just a cog in the wheel and you feel like just another number, you feel dehumanized and worthless. Sometimes, employers are only concerned about profits, output, pleasing stakeholders, and productivity. These factors are certainly important for a successful business venture, but they are impossible to achieve if the people doing the work are being mistreated.

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Staff are human beings. Workers are people and they need to be given dignity and motivation to be productive. The outcome is just as much about them as it is about the consumer or investor. If staff are underpaid, not provided with flexible work practices, and not given adequate benefits or a safe, healthy, and enjoyable working environment, they are likely to quit. Staff retention is underrated, and a lot of expertise is lost when experienced people are pushed out of their jobs through sheer neglect.

2. No career progression

People no longer want to just do the same thing day in and day out for the rest of their lives. They want to feel as though they are learning and progressing in their careers. Staff expect to be trained and educated so they can build their skills and experience. They want to grow with the organization they work for and to have something to show for their years of hard work. They want variety and excitement and they want to be challenged. If a job provides no opportunity for career progression, chances are workers will quit and seek greener pastures with better opportunities elsewhere.

3. Inequality

If a workplace still seems as though it’s in another decade in terms of its employment practices and policies, staff are likely to quit even before their first year is complete. Nobody wants to work in an environment that is sexist, racist, ageist, or discriminatory in any way. Times have changed. The human race has intellectually evolved, and when inequality is rife in a workplace, staff retention is difficult. Workplaces need to adapt to individual needs and allow for diversity and flexibility. People no longer tolerate workplaces that harbor an outdated culture. Even if people choose to stay in these workplaces, or have little other choice, that business or endeavor is guaranteed to fail and will not be able to compete with more progressive and evolved workplaces.

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4. Low morale

When people are generally unhappy in a workplace, it is evident the minute you walk through the door. People are cynical, impolite, and will find any excuse to avoid being productive. There are no consequences for poor productivity or incomplete and incompetent service, and eventually people start looking for an exit strategy.

Team building and union among workers are vital components to the success of any workplace, and individuals on every level need to genuinely care about each other and the common goals of the workplace. When there is a breakdown in communication and a feeling of futility in putting in any effort at work, nobody wants to be there anymore. This is the perfect reason for someone to quit their job before the workplace starts to have an adverse effect on their health.

5. No recognition or reward

Everyone needs a pat on the back every now and then. Sometimes, a kind word of thanks or just being acknowledged for the effort you put in is enough. You don’t need to receive a gold trophy or fat bonus check to feel like you are being appreciated — however, incentives can go a long way towards giving people motivation and a feeling of purpose. If you have never been thanked or noticed in a job, you are likely to feel invisible and worthless. Deciding to quit can be the easiest option.

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6. Discouraging enthusiasm

Innovation and ideas are the heartbeat of an organization, and everyone should be given a chance to show initiative. Some workplaces are incredibly resistant to change, even if those changes will mean a vast improvement in work practices or productivity. People will often start a job with positive energy and idealism, which is quickly thwarted by a management that is stale and lacks vision. When your enthusiasm is constantly diminished, you not only avoid taking risks and trying new things, you become jaded and are further enticed to quit and find something new.

7. Promoting the wrong people

Some workplaces develop a culture of rewarding the wrong people. There’s a saying that good bosses will hire people that are smarter than them. This is never the case when a boss has a big ego and feels threatened by anyone who shows intelligence and ability. What tends to happen is that people are promoted for their ability to be invisible and submissive rather than innovative and competitive. This protects the power structure rather than developing a system that has efficiency, capability, and professionalism as its goal.

8. Hierarchy instead of autonomy

When the hierarchy is more important than the value of each and every person contributing to a pursuit, a workplace not only loses excellent opportunities for wisdom and sound judgement, but also crushes self reliance and vital decision-making skills in its workers.

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Strong leadership in a workplace should empower its staff to be self reliant and conscientious for the greater good of the business. Power struggles and mind games only work against the common goal and contribute to a toxic workplace. Staff will quit by the dozens when they are infantilized and feel that they can’t be trusted to make even the most basic choices by themselves, having to get permission for every move they make. It is lazy and uneducated leadership that forces good workers to quit dysfunctional workplaces.

Featured photo credit: Healthy Society via facebook.com

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Diane Koopman

Writer, Author, Novelist, Self-Publisher

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Last Updated on August 16, 2018

10 Huge Differences Between A Boss And A Leader

10 Huge Differences Between A Boss And A Leader

When you try to think of a leader at your place of work, you might think of your boss – you know, the supervisor in the tasteful office down the hall.

However, bosses are not the only leaders in the office, and not every boss has mastered the art of excellent leadership. Maybe the best leader you know is the co-worker sitting at the desk next to yours who is always willing to loan out her stapler and help you problem solve.

You see, a boss’ main priority is to efficiently cross items off of the corporate to-do list, while a true leader both completes tasks and works to empower and motivate the people he or she interacts with on a daily basis.

A leader is someone who works to improve things instead of focusing on the negatives. People acknowledge the authority of a boss, but people cherish a true leader.

Puzzled about what it takes to be a great leader? Let’s take a look at the difference between a boss and a leader, and why cultivating quality leadership skills is essential for people who really want to make a positive impact.

1. Leaders are compassionate human beings; bosses are cold.

It can be easy to equate professionalism with robot-like impersonal behavior. Many bosses stay holed up in their offices and barely ever interact with staff.

Even if your schedule is packed, you should always make time to reach out to the people around you. Remember that when you ask someone to share how they are feeling, you should be prepared to be vulnerable and open in your communication as well.

Does acting human at the office sound silly? It’s not.

A lack of compassion in the office leads to psychological turmoil, whereas positive connection leads to healthier staff.[1]

If people feel that you are being open, honest and compassionate with them, they will feel able to approach your office with what is on their minds, leading to a more productive and stress-free work environment.

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2. Leaders say “we”; bosses say “I”.

Practice developing a team-first mentality when thinking and speaking. In meetings, talk about trying to meet deadlines as a team instead of using accusatory “you” phrases. This makes it clear that you are a part of the team, too, and that you are willing to work hard and support your team members.

Let me explain:

A “we” mentality shifts the office dynamic from “trying to make the boss happy” to a spirit of teamwork, goal-setting, and accomplishment.

A “we” mentality allows for the accountability and community that is essential in the modern day workplace.

3. Leaders develop and invest in people; bosses use people.

Unfortunately, many office climates involve people using others to get what they want or to climb the corporate ladder. This is another example of the “me first” mentality that is so toxic in both office environments and personal relationships.

Instead of using others or focusing on your needs, think about how you can help other people grow.

Use your building blocks of compassion and team-mentality to stay attuned to the needs of others note the areas in which you can help them develop. A great leader wants to see his or her people flourish.

Make a list of ways you can invest in your team members to help them develop personally and professionally, and then take action!

4. Leaders respect people; bosses are fear-mongering.

Earning respect from everyone on your team will take time and commitment, but the rewards are worth every ounce of effort.

A boss who is a poor leader may try to control the office through fear and bully-like behavior. Employees who are petrified about their performance or who feel overwhelmed and stressed by unfair deadlines are probably working for a boss who uses a fear system instead of a respect system.

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What’s the bottom line?

Work to build respect among your team by treating everyone with fairness and kindness. Maintain a positive tone and stay reliable for those who approach you for help.

5. Leaders give credit where it’s due; bosses only take credits.

Looking for specific ways to gain respect from your colleagues and employees? There is no better place to start than with the simple act of giving credit where it is due.

Don’t be tempted to take credit for things you didn’t do, and always go above and beyond to generously acknowledge those who worked on a project and performed well.

You might be wondering how you can get started:

  • Begin by simply noticing which team member contributes what during your next project at work.
  • If possible, make mental notes. Remember that these notes should not be about ways in which team members are failing, but about ways in which they are excelling.
  • Depending on your leadership style, let people know how well they are doing either in private one-on-one meetings or in a group setting. Be honest and generous in your communication about a person’s performance.

6. Leaders see delegation as their best friend; bosses see it as an enemy.

If delegation is a leader’s best friend, then micromanagement is the enemy.

Delegation equates to trust and micromanagement equates to distrust. Nothing is more frustrating for an employee than feeling that his or her every movement is being critically observed.

Encourage trust in your office by delegating important tasks and acknowledging that your people are capable, smart individuals who can succeed!

Delegation is a great way to cash in on the positive benefits of a psychological phenomenon called a self-fulfilling prophecy. In a self-fulfilling prophecy, a person’s expectations of another person can cause the expectations to be fulfilled.[2]

In other words, if you truly believe that your team member can handle a project or task, he or she is more likely to deliver.

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Learn how to delegate in my other article:

How to Delegate Work (the Definitive Guide for Successful Leaders)

7. Leaders work hard; bosses let others do the work.

Delegation is not an excuse to get out of hard work. Instead of telling people to go accomplish the hardest work alone, make it clear that you are willing to pitch in and help with the hardest work of all when the need arises.

Here’s the deal:

Showing others that you work hard sets the tone for your whole team and will spur them on to greatness.

The next time you catch yourself telling someone to “go”, a.k.a accomplish a difficult task alone, change your phrasing to “let’s go”, showing that you are totally willing to help and support.

8. Leaders think long-term; bosses think short-term.

A leader who only utilizes short-term thinking is someone who cannot be prepared or organized for the future. Your colleagues or staff members need to know that they can trust you to have a handle on things not just this week, but next month or even next year.

Display your long-term thinking skills in group talks and meetings by sharing long-term hopes or concerns. Create plans for possible scenarios and be prepared for emergencies.

For example, if you know that you are losing someone on your team in a few months, be prepared to share a clear plan of how you and the remaining team members can best handle the change and workload until someone new is hired.

9. Leaders are like your colleagues; bosses are just bosses.

Another word for colleague is collaborator. Make sure your team knows that you are “one of them” and that you want to collaborate or work side by side.

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Not getting involved in the going ons of the office is a mistake because you will miss out on development and connection opportunities.

As our regular readers know, I love to remind people of the importance of building routines into each day. Create a routine that encourages you to leave your isolated office and collaborate with others. Spark healthy habits that benefit both you and your co-workers.

10. Leaders put people first; bosses put results first.

Bosses without crucial leadership training may focus on process and results instead of people. They may stick to a pre-set systems playbook even when employees voice new ideas or concerns.

Ignoring people’s opinions for the sake of company tradition like this is never truly beneficial to an organization.

Here’s what I mean by process over people:

Some organizations focus on proper structures or systems as their greatest assets instead of people. I believe that people lend real value to an organization, and that focusing on the development of people is a key ingredient for success in leadership.

Learning to be a leader is an ongoing adventure.

This list of differences makes it clear that, unlike an ordinary boss, a leader is able to be compassionate, inclusive, generous, and hard-working for the good of the team.

Instead of being a stereotypical scary or micromanaging-obsessed boss, a quality leader is able to establish an atmosphere of respect and collaboration.

Whether you are new to your work environment or a seasoned administrator, these leadership traits will help you get a jump start so that you can excel as a leader and positively impact the people around you.

For more inspiration and guidance, you can even start keeping tabs on some of the world’s top leadership experts. With an adventurous and positive attitude, anyone can learn good leadership.

Featured photo credit: Unsplash via unsplash.com

Reference

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