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How Employers Drove Workers To Quit: The Reasons Explained

Many managers tend to attribute employee turnover to hundreds of reasons. While ignoring the root of the problem: good employees don’t walk away from their jobs; they walk away from bad bosses. It is also depressing because these resignations could have been avoided with a bit of work and effort. All it takes is a fresh perspective and extra effort on the part of the managing team.

In many of these situations, bosses tend to blame others, ignoring that perhaps the problem lies within themselves. Experts in this area point out that sometimes workers don’t quit their jobs because of their bosses.

Every day, hundreds of excellent employees quit their jobs. No matter how much stability it offers them. Although it may seem like a crazy decision, it is much more common than you might think. The employee doesn’t quit their job; they quit their boss! Hiring new high-performing employees is indeed becoming increasingly costly and wasteful. Managers should try and make an effort to ensure employee retention.

There are many reasons why an employee might want to leave their job. Their relationship with their boss and their treatment are great examples. Through the article, there will be some examples of how employers drove workers to quit.

Overworked

Nothing wears out good employees like an overload of work. It’s tempting to get the most out of the best people, but putting too much pressure on the positive elements makes them feel punished for being good at their jobs. It’s counterproductive. A new study at Stanford University shows that hourly productivity drops dramatically. When workweeks exceed the 50-hour time frame, that is when productivity starts to decline.

If the workload has increased and you truly need to increase an employee’s hours, incentives and rewards would be a good countermeasure. Giving employees an increased pay for their extra hour work or giving them a promotion might help in keeping them happy and satisfied. Talented employees can take on new duties, but they won’t stick around if they start to feel stifled. If you give a person more work “because he can handle the load” without changing something about his condition, he will look for a new job that gives him what he deserves.

Failure To Recognize The Contributions Of Others

It is easy to underestimate the power of a “pat on the back,” mainly when good employees are used to delivering good results. We all like to be thanked for our efforts, especially those who constantly strive to be better. Managers must find out what makes their best employees feel good (for some, it’s a raise, for others, it’s public recognition).

They Don’t Care About Their Employees

More than half of the people who quit their jobs do so because they have a poor relationship with their boss. The most competent companies make sure their managers know how to balance being professional with being human. These are the managers who celebrate an employee’s success. They are empathetic to those who are struggling.

Even though being empathetic might be good, you should also balance it out when necessary. Employers should also be able to confront people who can improve and help them to do so. It’s impossible to work for a person for more than eight hours a day when you don’t care about anything but the product.

They Don’t Honor Their Words

When you deliver what you promise, you grow in the eyes of your employees. Especially if you prove to be trustworthy and honorable (two essential qualities for a boss). When you don’t act on your word, you show yourself to be disrespectful. After all, a person who doesn’t care about anyone or anything will lose their trust. If the boss doesn’t keep his word, why should the employees keep theirs?

The Wrong People Get Promoted

Employees who work very hard tend to want to collaborate with colleagues who work equally hard. When managers don’t work hard to hire capable and responsible people, they become demotivated. Promoting the wrong employees is even worse. There is no greater insult than promoting the colleague who does nothing when you are working your hardest.

Don’t Let People Pursue Their Dreams

Talented employees are often very passionate. Providing them with opportunities to pursue their dreams improves their productivity and job satisfaction. But many managers want their employees to work inside a box made of rules. They fear that productivity will decrease if their workers are not 300 percent focused on their work.

Their fears are unfounded because studies show that people who can follow their passions in their jobs experience a kind of “high,” a euphoric state of mind that allows them to be up to five times more productive than others.

Employers-Drove-Workers-To-Quit

They Do Not Know How To Develop Their People’s Skills

Some bosses do not know the daily operations of their employees and try to excuse themselves by saying that they trust them and that their workers are independent. This is nonsense. Good managers lead, no matter how talented their employees are. They pay attention to the work of their teams and constantly offer feedback.

Failing To Drive Creativity

The most talented employees seek to improve everything they touch. Suppose you take away their ability to innovate because you’re only comfortable with the status quo. In that case, you’ll make them hate their jobs. Locking away the innate desire to improve limits not only your team but also limits you.

Related Topic: Worker Loyalty is At A Breaking Point: A Core Value

They Don’t Challenge People

Great bosses provoke their employees to achieve things that once seemed impossible. Instead of setting mundane goals, they set objectives that push people out of their comfort zone. Then, they do everything they can to support their teams in achieving them. When intelligent people find a situation too easy or boring, they look for other intellectually challenging jobs.

Conclusion

In conclusion, if you want your best team members to stay with your company, you must think very carefully about how you treat them. Good employees put up with a lot. You have to make them want to work for you. Be loyal, generous, understanding, and listen for a better relationship with them. Don’t feel superior and focus on a good work environment!

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James Trotta

James Trotta is a graduate of Johns Hopkins University. He is a degree holder in political science. His studies were a success after emerging among the top students in his class with an honors degree. James’ passion was deeply rooted in politics and news reporting, and he immediately joins the giant news company where he worked as a reporter and news editor for three years. The company locates in New York, and he is so much into US politics. James later quits the job to venture into something more focused on the needs of the people.

Trotta Now works as a writer delivering up-to-date news. He writes up-to-date information about politics, business, and entertainment because these are the lead Niches that directly influence people. James also participates in empowering young talents, where his focus is to mentor upcoming talents in the same field. James acknowledges that his happiness is when he sees young talents becoming an inspiration to many.

He is happy to live in New York since it is a center where he gets first-hand information from the US government. James Trotta hopes to be an ambassador of correct and up-to-date news to all US and international consumers.

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