Good Employees will quit even though they like their jobs
Upon reading an article by Kamal Artwani on Linkedin, it suddenly struck me that the Mauritian corporate society tends to bring a stigma on employees who leave their jobs without ‘valid’ reasons. The only reasons which in some working cultures can be considered as ‘ok’ would be ‘better salary’ and ‘been there long enough, need new challenge.’
This is so much that it feels at times that candidates are more like parrots because they would want to say things that the recruiter or interviewer wants to hear rather than being bluntly honest about what really pushed the employee to the door.
We learn from a young age in Mauritius not to show any signs of failure because it will show a weak side of us, when it should not and it should be turned around and show very important values in someone, which is, resilience and persistence!
Kamal Artwani goes on to say that a good employee is an asset to an organisation and losing them is a bad thing. Finding a replacement for this comes at the cost of recruitment, training and the hardship for this new employee to scale up.
I agree to the following ‘real’ reasons why employees frm clients and myself have had to quit jobs even though loving the job to the moon and back.
I would thus really encourage recruiters or interviewers to keep an open mind, while doing proper background and reference check, but still not to dismiss someone if the person has quit a job he or she liked, especially for the reasons below:
Lack of trust is the top most reason as the employees have a vantage point for viewing your behavior and weigh it against your commitments. Unethical and non-transparent dealings with vendors, stakeholders, or failing to keep your word.
Recognition at work
Less or lack of recognition at work is another important reason as any individual selfish or selfless wants to be recognised and rewarded for a job well done which is Human nature.
No further growth or learning which leads to a feeling of stagnation.
The more the hierarchy, lesser the visibility which extends the gap between the organization and employee. An un-balanced hierarchal structure is the stepping stone for failure of the employee and organization, both. If your best performers know they're expected to produce without contributing their ideas, if they're not empowered to make decisions, if they're constantly having to defer to others on the basis of their title rather than their expertise, they do not have much to be happy about.
If an organisation values its profits more than the employees, then the best employees go elsewhere, leaving the junk employees behind who are too mediocre. This in turn leads to underperformance of employees which ultimately is a negative result for the organization.
An organisation may have long term vision and dream but lack of strategy to drive these through goals leads to confusion and lack of confidence. No connectivity of Vision to Strategy driven goals, it's all just talk.