8 reasons why model employees quit

Companies are seeing their best employees quit. What's happening?

Even in the 21st century, organizations are far from being those efficiency machines where offers and demands fit together perfectly, and the same is true internally in companies: the needs of employees and what senior management can offer do not always meet in order to generate a solution that benefits the company as a whole. to generate a win-win solution for all parties.

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

Why do some good employees end up leaving companies?

It is clear that there are many possible reasons why employees leave in large numbers, but the main reasons, leaving aside causes external to the organization, can be summarized as follows.

1. Absurd contradictions

Many times, conflicts and communication breakdowns at the top of a company's organizational chart mean that employees are often receiving contradictory orders. employees are receiving contradictory orders on a regular basis.

This can easily happen when one or more people in charge of coordinating teams take too much for granted about the knowledge and intentions of other managers at the same hierarchical level, or when the competencies of each are not clear and they unknowingly interfere in the tasks of others by giving orders that they should not be giving.

The employees see these contradictions as a source of instability which, in addition to making their work a less pleasant experience, could at some point turn into a dismissal because of a superior.

2. Offenses against meritocracy

Promoting or raising the pay of the wrong people not only tends to make the company's productivity suffer more, but also generates a bad organizational climate in which everyone assumes that the efforts made need not be rewarded..

Internalizing this logic means that employees with lower expectations about their possible promotion in the company tend to perform just enough to achieve the minimum objectives required of them, while those who are working in the company for the possibility of being promoted will look for other jobs.

3. Mistaking the best employees for a stopgap

To think that the most productive and best-trained employees can shoulder their responsibilities and those of the part of the staff that is unable to perform as required (often senior and middle management) is to speculate on their performance and to shift to the future problems that accumulate over time.

If this is done, it will not only be favoring the appearance of Burnout Syndrome in these "exemplary" employees, but it will also be shifting to them problems that are accumulating over time. problems that exist beyond their work will be shifted to them.. When these workers resign, not only will there be a vacuum in their position, but the ineffectiveness of many other people will be fully exposed.

4. Habituation to the spirit of sacrifice

There are some employees who, without being asked to do so, perform beyond what is expected of them.. Normally this is appreciated by their superiors, but it is possible that with the passage of time this kind of sacrifices is taken as something normal and that, the month in which the employee works just enough, reproaches and recriminations appear for working less. This is a totally toxic practice and typical of exploitative situations, employees know it, so it will not take long for them to disappear from the company.

If you want to guarantee this type of extra effort, what you have to do is to stop being extra. In other words, give something in return.

5. Intrusions into private life

Having an informal and friendly relationship with employees is not a bad thing in itself, but nobody likes to be forced to be no one likes to be forced to be friends with his or her boss.. Insisting too much on taking the nature of the relationship beyond the work environment can be seen as an intrusion and, if it is very intense and insistent, as a way of manipulating employees.

6. Lies

Lies are not only a sign of disrespect towards the interlocutor. Everything that happens in an organization is based on the existence of agreements. If a superior clearly breaks his word, even on a seemingly insignificant issue, about what is done in the company or what will be done in the future, this can be interpreted as a sign of a threat.

Employees will interpret that their superiors only stop lying where the law requires them to do so and can therefore be cheated out of their labor power.

7. The impossibility of learning

It is true that not all employee profiles seek to learn in an organization, but to deprive those who do not want to learn in an organization of the possibility to do so. depriving this possibility to those who do want to develop their training is usually fatal.. Very few of these people are willing to stay with a company in exchange for a salary and a few lines on their résumé: they need to feel that they are advancing along a learning curve.

8. Lack of bottom-up communication

Companies in which workers cannot get in touch with the higher positions in the organization, or can only do so when the latter decide, know that there is very little chance that their demands and needs will be met by the organization, since they are not even listened to in the first place. Therefore, they will be pessimistic about their future, will be pessimistic about their future in the organization, and will look for other jobs..