Why Have People Historically Quit Their Jobs? The Real Reason Comes Down to 4 Words
There is nothing more disconcerting or expensive for an organization than when a valuable member of the team resigns. Their compensation packages may have even been uber-generous, and then they roll over and quit. Before management begins the search for a replacement and subsequently the inevitable integration both into process and culture, one should sit back and ask “why”? Why did they leave? More importantly, who else is considering a change? There are some inescapable reasons that are simply not in control, such as life changes, age, family issues, etc. But often, management has to look itself in the mirror so that other valuable people don’t leave. It may not even be readily apparent, but this is a time for a gut check.
FROM INC MAGAZINE / BY MARCEL SCHWANTES
Employees are ready to leave if their boss fails in this crucial area of leadership.
It’s a familiar rhythm. Just like many employees around the world, they go through a detailed interview process, taking weeks to find the perfect match through vetting and being vetted. Once they accept the offer, there’s a sense of hope and anticipation as they meet their new boss and colleagues.
Then, the honeymoon phase wears off, and something almost expectantly happens at every job: The manager does something (or doesn’t do something) that makes the new employee question their integrity and whether they really give a damn about people.
If you’re that new employee with hopes for a bright future, you start to doubt and wonder if this is really the same company or manager you initially signed on with. From there, things spiral downward as you finally realize you’re working for a person (or a group of people) who has no idea how to lead you or others.I
’ll leave the rest of that story for you to finish, since it’s very personal for many. The outcome could go in several different directions. One is to simply quit.
Most research on employee turnover says the same thing
To this day, nothing has changed since former Gallup CEO Jim Clifton (now chairman) identified the true reason why people quit.
The single biggest decision you make in your job—bigger than all the rest—is whom you name manager. When you name the wrong person manager, nothing fixes that bad decision. Not compensation, not benefits—nothing.
Employees across all job types, levels, and industries are ready to leave if their boss fails to fulfill their responsibilities. Honestly, this is a commendable choice to prevent the health hazards associated with working under a toxic manager.
Most of the main reasons people leave boil down to issues like:
Employees feel their companies prioritize profits or revenue over how people are treated.
They leave, or consider leaving, their jobs when they dislike their direct supervisors.
They leave, or consider leaving, because they believe their employers don’t recruit or keep high-performing workers.
Their companies currently lack sufficient growth opportunities to sustain them in the long term.
They would be more satisfied if employers better utilized their skills and abilities.
They needed to leave their current companies to advance their careers.
And, as you can see, managers have direct influence over every one of these causes for quitting. So, what gives?
Why people quit really boils down to four words
People are not valued.
When employees are not respected or valued as workers and human beings, when they are not well served or developed as individuals and professionals, when obstacles aren’t removed from their paths so they can perform effectively, and when their voices aren’t heard or are ignored, they experience disengagement as early as a few weeks into a new job.