8 Reasons Why Model Employees Quit

Even in the 21st century, organizations are far from being those efficiency machines in which offers and demands fit together perfectly, and the same occurs in the internal sphere of the companies: the needs of workers and what the top can offer are not always met 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?

Clearly there are many possible reasons why employees leave work in large numbers, but The main reasons, leaving aside the causes external to the organization, can be summarized in the following following.

1. absurd contradictions

Many times, the conflicts and communication failures that occur in the highest positions of the organization chart of a company they cause employees to be receiving conflicting orders with some frequency.

This is very easy to happen when one or more people in charge of coordinating teams take too much for granted about the knowledge and intentions of other bosses 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 giving orders that should not be giving.

Employees see these contradictions as a source of instability. that, in addition to making your work experience less than pleasant, could at some point lead to dismissal by a superior.

2. Offenses against meritocracy

Promoting or raising the salary of the wrong people not only often causes the company's productivity to suffer more, but also creates a bad organizational climate in which everyone assumes that the efforts that are made do not have to be rewarded.

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

3. Confuse the best employees with 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 unable to perform What is necessary (many times, high and intermediate positions) is to speculate on their performance and move into the future some problems that accumulate over time. time.

If this is done, you will not only be favoring the appearance of the burnout syndrome in those "exemplary" employees, but also problems that exist beyond his work will be moving towards him. 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, 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 kind of sacrifice will become 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, the employees know it, so they will soon 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 relationship with employees is not a bad thing in itself, but nobody likes to be forced to be friends with their boss or boss. Being too insistent on taking the nature of the relationship beyond the realm of work can be seen as intrusive and, if too intense and insistent, as a way to manipulate employees.

6. The lies

The lies they are not just a show of disrespect towards the interlocutor. Everything that happens in an organization occurs from the existence of agreements. If a superior clearly goes back on her word, even on a seemingly insignificant matter, about what that is done in the company or what is going to be done in the future, this can be interpreted as a sign of threat.

The workers and workers will interpret that their superiors only stop lying where the law obliges them to do so. and therefore they can be ripped off while having their labor power stolen.

7. The inability to learn

It is true that not all employee profiles seek to learn in an organization, but depriving those who do want to develop their training of this possibility is usually fatal. Very few of these people are willing to stay in a company in exchange for a salary and a few lines in their resume: They need to feel like they are going through a learning curve.

8. Lack of bottom-up communication

Companies in which workers cannot come into contact with the highest positions in the organizational chart, or that can only do so when these second decide, they know that there are very few possibilities that their demands and needs will be covered by the organization, since in the first place they are not even listen. Therefore, they will be pessimistic about their future in the organization, and they will look for other jobs.