WHY PEOPLE LEAVE THEIR JOBS

  It is not a coincidence that most infamous mottos in the corporations today is "Our most valuable resource is our people". From some time now there is a real and tangible revolution going on where corporations finally understand the benefits (in terms of financially attractive terms such as productivity) of having happy people in their ranks.

  There is a very interesting article here that I personally highlight one of its 4 reasons why people leave their job in America.

1. Lack of trust of corporation (Not getting the expected promotions)
2. Want to become their own boss (Entrepreneurial initiative)
3. Being recruited by other companies (Today's market is a Jungle)
4. Need more fulfillment (We promote the ambition and this is what we get)

  I want to introduce my brief point with the Lack of Trust in Corporations (it does not mean others are not interesting, but we will be back on then possibly in subsequent posts). 

  The times of the effectiveness of simple punchlines such as "Everybody in America can be the President of the USA" are fortunately over. I believe society has turn now brighter and more skeptical maybe with such marketing based on faith and this, if you ask me, is a good thing. The challenge is now any employee need to see the fact of real career opportunity policies implemented to their corporations. Any employee needs a path, and this path needs to be wicked smart.

  Thus, every system or policy in this area needs to be founded on meritocracy (system based on rewarding the individual achievements) and be careful you use the cases of success with the most appropriate internal communication and marketing.

  Moreover, what today's team leaders need to face with their teammates is exactly this: dealing with expectations and facilitating (even coaching) personal improvement. And the monitoring tools need to be designed by them (who know first-hand their team dynamics) joining the HR Dpt.

  Author Leigh Branham (in its book "The Hidden 7 Reasons Employees Leave") identifies 4 unmet needs (based on a Saratoga Institue Study to 3149 people) in which he identifies: 

1. Lack of Hope

  "Believing that you will be able to grow, develop your skills on the job and through training, and have the
opportunity for advancement or career progress leading to higher earnings."

  - Limited Career Growth or advancement opportunity 16%

2. Lack of Trust

  "Expecting the company and management to deliver on its promises, to be honest and open in all communications with you, to invest in you, to treat you fairly, and to compensate you fairly and on time."

  - Lack of Respect or Support by Supervisor 13%
  - Supervisor's Lack of Leadership Skills 9%
  - Favoritism by Supervisor 4%
  - Poor Senior Leadership 2%
  - Supervisor's Lack of Technical Skills 2%
  - Discrimination 1%
  - Harassment 1%
  - Coworker's Issues 1%

3. Lack of Worth

  "Feeling confident that if you work hard, do your best, demonstrate commitment, and make meaningful contributions, you will be recognized and rewarded accordingly. Feeling worthy also means that you will be shown respect and regarded as a valued asset, not as a cost, to the organisation."

  - Inadequate Compensation 12%
  - Inflexible or Undesirable Working Hours 6%
  - Lack Of Recognition 4%
  - Poor Working Conditions 3%
  - Lack Of Training 3%
  - Inadequate Benefits 1%

4. Lack of Competence


  "Expecting that you will be matched to a job that makes good use of your talents and is challenging,receive the necessary training to perform the job capably, see the end results of your work, and obtain regular feedback on your performance."

  - Boring or Unchallenging Job Duties 11%


  These studies show how it is important to design and provide the leadership teams to cope this concerns on the staff in a daily basis in order to avoid dealing with this issues before it gets too late.

  How can we work this out? Just an idea that immediately comes to my mind is designing a quarterly rating tool for the leadership team, that will consider these threads as part of this performance review meetings. Of course in this encounters both the leader and the direct report need to build together a strategy to get to achieve this goals, not to mention the negotiation that will set the expectations in short-term and according to a realistic perception (who does not want to be the CEO?).


Written listening to "Lou Reed and John Cale - Songs for Drella" album (Rate:7/10)