WHY DO EMPLOYEES QUIT JOBS??

Dear friends it has been long that nothing on the blog has been engraved. My guilt has erupted today and,  I became quite impatient to write this article, as I was the victim of the curses given by my family members, relatives and well-wishers over quitting jobs. I then justified this with a feeling that why do people praise or appreciate at other girls or women in spite that they are living a happy go married life with their "Own rather than their respective wives.  This was pretty good to be self justified. I was then  fully convinced and stopped to think over this. But then what made me serious to write this article was that employees like me in would be perhaps be benefited by this who want to quit or change or hop over the job.

I had a courage to ask myself at the age of my sixties first, and then to at-least twenty people like those who had quit or changed their jobs. I was very much eager to learn from them. They had enough reasons to describe their inability to continue with their organization. Some of the reasons were really convincing but many were not.  But one thing was verified for all those who wanted to quit the decision was never easy. I also spoke with many company directors, human resource personals, they too had several reasons with them; again some justified but some unjustified. However when I observed that in some organizations employees leave or quit frequently, then there is something wrong with the organization. This is also true with the employee of course in case of some exceptions.I could draw several conclusions from the analysis that I made. Let's follow the list below: 

1. Incorrect selection of the candidate for the position which he is selected for- The organizations should not pounce on me for this. Many times the requirements of the organization do not match with the potential of the company, yet the candidate is selected as the need of an hour.
2. Lack or lag of communication between the employee and the employer, as there are many hierarchies in between.
3. Lack of trust from the organization end, especially High performing employees do not need the level of oversight in the environment in which they are working.  In fact such employees need a liberalized way of working and trust in his work. Good employees are reluctant to work in environments in which their leaders do not trust on them.
4.  If employees are not appreciated or rewarded for their good exclusive work they think of switching into another job and therefore may think to quit. In fact this lack of appreciation can be anything like not considering them meritorious, being unpaid for what has been committed to them, not receiving a positive feedback from their senior management. Even when the suggestions are frequently neglected. I had an experience quite few years back, that a talented sales person who had given a pretty good sale which contributed to the company's growth to almost 25 percent was not promised his huge share, and the company finally ended up by giving him just 10 percent of raise, for which he was unhappy, his probation period had just ended and was due for conformation. He was determined to quit..
5. It is important to recognize the talent of the employee in time. The employer should understand his skills and talent and engage him with the development of the company. It is the responsibility of the company to offer a talented and a skilled person with a salary hike, bonus and extra benefits and liberty to work.
6. Good employees will quit if their contribution is not recognized in the organization.
7. Lack of Respect is another important expectation of a sincere and a hardworking employee. Respect means how they are treated in the companies by their managers and co-workers. If their abilities and quality of work is not respected the employees will leave.
8. A good talented employee may leave if there are no further promotional or growth in the company. It could be difficult for the companies who have developed steadily to handle employees who intend rapid growth matching their speed.and capabilities. Such employees are career oriented and want to develop fast and they always want to keep pace with time and technology.
9. If you want to keep your people — especially your stars — it’s time to pay more attention to how you design their work. Most companies design jobs and then slot people into them. Our best managers sometimes do the opposite: When they find talented people, they’re open to creating jobs around them.
10. People leave jobs, and it’s up to managers to design jobs that are too good to leave. Great bosses set up shields — they protect their employees from toxicity. They also open doors to meaningful tasks and learning opportunities — they enable their people to be energized by their projects, to perform at their best, and to move forward professionally without taking steps backward at home.
11.  Excessive stress, high hours of work and lack of facilities will encourage the employee to surely quit the company. The employer must be matured enough to understand the work culture of the country in which his or her company is set up. The management of the company is responsible to keep their employees in stress free set up.

Friends there could be so many more reasons to quit the jobs, yet it is also a responsible task for the employee to understand the drawbacks and advantages of that company before quitting  Though it is the choice of the employee to leave the company he should also remember that he keeps a good morality towards the organization in which he is working or worked for.

Thanks a lot My dear readers for having spared their valuable time to read this article. Your comments and views are welcomed.

Regards,

Girishl T. Kulkarni

CEO-Real Minds.Com

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