Have you ever thought that an employee doesn’t just leave their job, but a particular person as well? The reason for resignation goes beyond salary or long working hours; it is more often linked to the relationship the employee has with their supervisor or manager. But can the manager truly be the root cause of every resignation? Psychologist Susanna Atchk-Jose explores the unexpected reasons behind employee departures, revealing four surprising facts about why employees leave their jobs and how leadership plays a pivotal role in these decisions.
1. Does the Employee Feel Appreciated by Their Manager?
Nothing frustrates an employee more than feeling like just another number at work. True appreciation doesn’t always require large material rewards; sometimes, a simple thank you or public recognition of their hard work can make a huge difference. When employees don’t feel acknowledged or valued, they start considering opportunities where their efforts will be recognized. Appreciation creates a sense of belonging and loyalty, and without it, leaving becomes inevitable. Here’s how to tackle this issue:
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Public Acknowledgment: Employees love to have their achievements recognized in meetings or through emails.
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Symbolic Rewards: Small gestures like gifts or awards show that the management cares.
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Continuous Communication: Regular one-on-one meetings with managers help emphasize appreciation for employees’ contributions.
2. Does the Job Provide Enough Challenge for the Employee?
If a job fails to challenge an employee or offer growth opportunities, they will quickly become bored. Humans inherently seek growth and learning, and if they feel there’s nothing new awaiting them at work, they begin searching for more stimulating opportunities. A manager who offers new challenges and guides the employee’s growth helps keep them engaged and loyal. Challenges give employees a reason to stay and innovate. To address this:
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Daily Challenges: New and difficult tasks make employees feel they are growing and acquiring new skills.
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Learning Opportunities: Workshops or training courses broaden the employee’s horizon and make the work more engaging.
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Leadership Opportunities: Giving employees a chance to take responsibility in certain projects motivates them further.
3. Does the Employee Trust Their Manager’s Guidance?
Trust between a manager and an employee is the foundation of any successful work relationship. If the employee feels that their manager lacks wisdom or makes poor decisions, trust will gradually erode. An employee who no longer trusts their team leader will feel unstable and seek a more secure environment. Wise leadership builds trust through clear communication and thoughtful decision-making, making employees feel safe and more loyal to the organization. Here’s how to tackle this:
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Transparency in Decisions: When managers explain their decisions and are open to discussions, it increases employees’ respect for them.
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Clear Guidance: Providing clear and direct instructions helps employees achieve their goals effectively.
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Acknowledging Mistakes: A manager who admits mistakes and takes responsibility proves themselves worthy of trust.
4. Does the Job Provide a Balance Between Work and Personal Life?
When a job consumes all of an employee’s time, it negatively affects their personal life. Employees who cannot find balance between work and rest will experience stress and burnout, increasing their desire to leave. A manager who understands the importance of rest and flexibility helps their team feel balanced and stable, enhancing productivity and loyalty to the organization. Here’s how to tackle this:
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Flexible Hours: Allowing employees to set flexible hours or work remotely supports a better work-life balance.
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Encouraging Time Off: Ensuring that employees take their full vacation helps them recharge their energy.
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Supporting Personal Life: Creating an environment that respects personal life shows that the company cares about the employee as a person, not just as a worker.
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