Even in the 21st century, organizations are far from being those efficiency machines in which offers and demands fit together perfectly, and the same thing happens in the internal sphere of companies: the needs of workers and what higher positions can offer are not always found to generate a solution that benefits 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 work in large numbers, but the main reasons, leaving aside causes external to the organization, can be summarized as follows.
1. The absurd contradictions
Many times, the conflicts and communication failures that occur at the highest positions in a company’s organizational chart They mean that employees are receiving contradictory orders with some frequency.
This is very easy to happen when one or more people in charge of coordinating teams take too many things for granted about the knowledge and intentions of other managers who are at the same hierarchical level, or when the competencies of each one are not clear and , without knowing it, they interfere in the tasks of others by giving orders that they should not be giving.
Employees see these contradictions as a source of instability which, in addition to making your job a less pleasant experience, at some point could lead to dismissal due to the fault of a superior.
2. Offenses against meritocracy
Promoting or increasing the salary of the wrong people not only usually makes the company’s productivity suffer more, but also creates a bad organizational climate in which Everyone assumes that efforts are not necessarily rewarded
Internalizing this logic means that employees with fewer 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 seek other jobs.
3. Mistaking the best employees for a patch
Thinking that the most productive and best-trained employees can shoulder their responsibilities and those of that part of the staff that is incapable of performing as necessary (often high and intermediate positions) is speculating on their performance and moving some problems to the future. that accumulate over time.
If this is done, not only will the appearance of Burnout Syndrome be favored in those “exemplary” employees, but it will also problems that exist beyond his work will be moving towards him When these workers resign, not only will there be a void in their position, but the ineffectiveness of many other people will be fully exposed.
4. Getting used to the spirit of sacrifice
There are some employees who, without anyone asking them, perform more than what is expected of them Normally this is appreciated by their superiors, but it is possible that with the passage of time this type of sacrifice is taken as something normal and that, the month in which the employee works just enough, reproaches and recriminations for working less appear. This is a totally toxic practice and typical of exploitative situations, the 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 stop being extra. That is, give something in return.
5. Intrusions into private life
Having an informal and friendly manner with employees is not a bad thing in itself, but No one likes being forced to be friends with their boss Insisting too much on taking the nature of the relationship beyond the scope of work 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 occurs from the existence of agreements. If a superior clearly breaks his word, even in a seemingly insignificant matter, about what is done in the company or what is going to be done in the future, this can be interpreted as a sign of threat.
Workers will interpret that their superiors only stop lying where the law requires them to do so and therefore, they can be scammed while their workforce is stolen.
7. The impossibility of learning
It is true that not all employee profiles seek to learn in an organization, but Depriving this possibility from 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 resume: they need to feel like they are moving along a learning curve.
8. Lack of bottom-up communication
Companies in which workers cannot come into contact with the highest positions in the organization chart, or can only do so when these latter decide, know that there is very little chance that their demands and needs will be covered by the organization, since in the first place they are not even listened to. Therefore, They will be pessimistic about their future in the organization, and they will look for other jobs
