Leaders Top 7 Action That Makes Employee Quit

November 6, 20194:32 pm
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Whenever a boss shows his dictatorship or restricts people to challenge the status quo, he is creating a toxic work environment. When you find your office environment is not easy to survive and you are unable to learn new skills, there are good chances you will choose to quit the job despite its good earnings.

So what makes employees provide long term services to some organizations? Why do people always look for a job change?

Dr. Amina Aitsi-Selmi said, “People don’t leave jobs. They leave toxic work cultures.” In this write-up, you will find 7 actions of managers leading to employees quitting their jobs. Read on..

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  • Creating unfeasible objectives

We all work to achieve targets to fulfill our job responsibilities and boss’ expectations. Sometimes, it becomes hard to meet these expectations. For example, you are working as a sales representative in the garments industry and you have to sell at least 50 products in a month. You can’t simply force someone to buy your product so you can meet your target. Meanwhile, your manager has made it clear that incomplete targets may affect your performance and increments. If you don’t get a good sale, you get stress and as a consequence, you may hate your job.

This situation may be complicated but employees are forced to work hard to meet rival expectations. And, they get stressed if they don’t get worthy business progress. Time to think about how to defeat these kinds of circumstances?

  • Putting process limitations while working

When there is a lack of information, unwanted rules, resources, or any reason resides within the work premises, you will face process limitations hampering an individual’s performance. If you have to complete many small tasks before submitting final project, you may not receive correct evaluation of these works. If anything bad happens in between the whole cycle, employees have to face poor remarks even when it is not their fault. This situation makes the employee feel powerless, leading to reduced work quality and frustration.

To provide a proper evaluation, a manager has to consider an employee’s job responsibility. Ensure that employees don’t receive negative feedback for what they are not responsible for. Being an employee, if you find any process hampering your performance or work quality, you need to talk openly to managers so they can understand the situation clearly.

  • Don’t know how to use resources

Wasting resources is a common word in business management. If you don’t know how to use resources, you might face mismanagement while handling the team. If you want to get something under time limits, you need to provide enough time and resources to the person so that he can meet the deadlines. If employees have to face a situation where they need to juggle between one task and another within impossible time frame, they will search for a more sustainable work environment.

  • Provide wrong job roles

Putting people in the wrong job roles restricts their growth. If employees complain about their job roles and responsibilities, that means they are not happy with what they are doing. This situation also reflects the example of a waste of skills and knowledge. If you do not provide the right job roles to the right person, you are playing with their career.

People will provide 100 percent when they are capable of doing their job roles. It is not possible to change the role of an employee completely but being a boss, you can help him to add meaningful responsibilities to his candidature.

  • Don’t have a psychologically safe work culture

It is quite easy to feel a hostile environment. If you are not getting any feedback during meetings or working with overly agreeable team members, then you need to understand that something is not correct under. Generally, employees hesitate to share their thoughts or ideas when they don’t get favourable outcomes. Peoples are more prone to error when they feel psychologically unsafe. In other words, we can say that a psychologically safe working environment leads to productive and creative outcomes.

To avoid this situation, create a psychologically safe work atmosphere by allowing people to share their ideas and thoughts. Consider all viewpoints when you are looking for a brainstorming resolution over a query. Boost confidence to your team by showing your enthusiasm for work and less reaction to silly mistakes.

  • Assigning boring tasks

Think about the task which you didn’t want to do but you have to because your seniors want you to complete that task. Why would you assign an unwanted task to people and force them to do? No one can show their best when they have to finish a boring or lazy task. If your employees take a lot of time to accomplish light workload tasks, that doesn’t mean they are lazy. Taking less time for a task doesn’t mean the task is easy to do.

It is hard to keep motivated and positive when you don’t have enough to do. You will feel emotionally and physically exhausted. This situation leads to a lack of work satisfaction and commitment.

  • Steering bias

Unfair behaviour never builds a favourable work environment. You have to be fair towards your employees by sustaining a positive environment. When you don’t have a trusting manager-employee relationship, you can’t get a good result from your team. However, a lack of trust creates low morale and generate a team with little guidance.

If your team doesn’t trust you as a leader who can lead them to new heights, then how can all (managers and their teams) meet shared goals? Think about their condition as well. Don’t lead your team in the wrong direction and don’t support biases in your work if you really want to create a healthy and supportive work atmosphere.

Author bio

Kaylee Brown is a content creator at EduMagnate to provide effective assignment help services to all students. If you need support or have query regarding any subject, feel free to contact her at any time.

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