LinkedIn has been one of the most used social media sites for professionals. As part of their way to reach out to the professional community, they have come up with a blog that showcases several reasons why employees leave the company.
The following are some of these reasons.
"They seem to be performing fine: putting in massive hours, grinding out work while contributing to teams, and saying all the right things in meetings. However, they are operating in a silent state of continual overwhelm, and the predictable consequence is disengagement," Michael Kibler, who spent much of his time studying this behaviour, refers to it as brownout.
They make a lot of stupid rules. There are those companies that need to review its rules and get rid of those who are not really helpful for the growth of both the company and its employees. Employees leave when they feel someone is always watching their every step and does not provide allowances for mistakes.
They treat everyone equally. This shouldn't be the case in the workplace. This only makes the employees feel that no matter how hard they work or no matter how high their position already are, they are still given the same treatment as those who clean the building. With this, the fire dies down.
They tolerate poor performance. Poor performance, especially in the workplace, should not be given an ounce of tolerance. "It's said that in jazz bands, the band is only as good as the worst player; no matter how great some members may be, everyone hears the worst player." This same rule goes for the workplace. Weaklings only became company liabilities rather than assets. In the long run, it's the company that usually suffers.
They don't recognize accomplishments. Recognizing accomplishments should be part of any company's standards. "Everyone likes kudos, none more so than those who work hard and give their all." Giving individuals rewards and recognition gives them the message that you notice each of them and their good works. "Managers need to communicate with their people to find out what makes them feel good (for some, it's a raise; for others, it's public recognition) and then to reward them for a job well done."
