Staff turnover for any organization has a tremendous cost. According to Leigh Branham in The 7 hidden reasons employees leave: How to recognize the subtle signs and act before it’s too late, the top seven reasons why people leave jobs are:
- Reason #1: The job or workplace was not as expected.
- Reason #2: The mismatch between job and person.
- Reason #3: Too little coaching and feedback.
- Reason #4: Too few growth and advancement opportunities.
- Reason #5: Feeling devalued and unrecognized.
- Reason #6: Stress from overwork and work-life imbalance.
- Reason #7: Loss of trust and confidence in senior leaders.
Notice that none of these reasons have anything to do with salary.
The implication for leadership is clear. New order leaders must:
- Build cohesion
- Inclusion must become the norm
- Attend to the needs of multiple stakeholders
- Change the organization’s perspective from one of deficit-thinking to one of abundance and compassion
Take away: What is one small thing that you can do today that will put your organization on the path to building an environment where people are honored for their personhood, valued for their contributions, and coached to succeed?
[…] Why people leave jobs?- 407 views […]
cool~ i like your posts!
hope to be like you Mr Freeman.
=)
[…] But generating workplace engagement can be difficult. Business thinker Gary Hamel cites a Towers Perrin study that discovered only one-fifth of employees are truly engaged in their work—meaning they’re fully invested and would “go the extra mile” for their employer. The rest ranged from disengaged (38%) to indifferent (41%). This feeling of detachment, and especially the sense of not having a voice in the company, is also a large factor in why employees leave their jobs. […]
[…] But generating workplace engagement can be difficult. Business thinker Gary Hamel cites a Towers Perrin study that discovered only one-fifth of employees are truly engaged in their work—meaning they’re fully invested and would “go the extra mile” for their employer. The rest ranged from disengaged (38%) to indifferent (41%). This feeling of detachment, and especially the sense of not having a voice in the company, is also a large factor in why employees leave their jobs. […]