What Makes Employees Want to Stay (or Leave)
Regardless of the job you are in, the number one purpose of working is to make a living. However, if everyone has to earn a living, why do others still choose to leave their jobs?
What makes employees stay might be the same reason they want to leave as well. According to the book, Winning with People by John Maxwell, it’s not always about the money; it’s about the people, too. Reasons could be, but not limited to, cultural differences, financial stability, or even a small misunderstanding, can hinder both employee and employer’s strong working relationship. So, let us present some confirmation on what makes employees stay and leave.
Work environment is a spectrum of debatable topics like co-worker, culture, proximity, and salary rate, just to name a few. In addition, people are never content when it comes to attaining careers unless they find something they are truly happy and passionate about.
In an article written by Steven Kotler, a co-founder and director of Flow Genome Project, companies must create a work environment that is “flowing.” He defined it as an “optimal state of consciousness, a peak state where we both feel our best and perform our best.” In a nutshell, the workplace should be motivating and engaging to keep everyone happy. A company should be able to affirm their employees’ mental, physical, and emotional needs. Employees, on the other hand, should give their full commitment and time, by giving an outstanding performance.
Essentially, if we are happy, we give our best. If we feel otherwise, we start to falter and start justifying our feelings (toward work). As a result, we leave the company by finding other “happier” opportunities.
Company’s Culture and Stability
As shared by HBR.org, employees are more productive if they work from home. Logically speaking, it’s true, simply because they don’t need to put up with the company’s gossip and politics. Company culture is the reflection of your good business standing in the market. Your stability defines great camaraderie, transparency, and proper communication channeling.
The predicament comes in when one gets pressured over rumors – that can result to humiliation. If you hit someone’s ego, the outcome will never be a good one. Sense of belonging is indeed important. If we feel that we belong and our thoughts matter to the company we work for, the attrition rate would drastically change in no time!
Complacent Zones and Policies
A good friend from the HR department once told me: If the employee isn’t promoted even after rendering an outstanding performance, it’s either of two things. He doesn’t want to get promoted, or the company doesn’t see his worth. More often than not, it is the company who overlooks great employees due to being complacent. Complacency takes place if the company is not innovative and just follows policies that require repetitive tasks.
It was Patrick Hollingworth, a Perth-based motivational leadership and teamwork speaker, who said that stepping out of your comfort zone, is the only way to bring out the best in you. And this is what exactly happens to employees (or most of us) if they feel neglected; they go out of their comfort zones and quest on other greener pastures.
Salary and Benefits
People often tag money, as root of all evil or it can’t buy happiness. However, if the employer cannot afford bonuses, health cards, and other perks, or simply cannot afford to pay someone who is willing to go an extra mile, workers won’t think twice to drop you like a bad habit! On the contrary, getting paid well doesn’t mean you’re being treated well. Most of the employers expect you to go beyond your scope and would soon create conflict – and leave the company, eventually.
Great minds think alike. Employers should be able to think like their employees and vice-versa. There is no other way to have your business prosper but to build a win-win relationship.
Both should start off on a good note and maintain the healthy and happy camaraderie-working environment.
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