I have noticed that over the last year that many of my clients and acquaintances have picked up and left their jobs to pursue opportunities with companies that promise more growth, new challenges and increased rewards – financial and intrinsic. We’re far enough away from the last recession that many people are finally feeling confident enough to make a career move and accept the risk that is inherent with any major career change.
The reasons I’m seeing people move are:
Not being valued
In spite of financial rewards, impressive job titles and abundant fringe benefits, people are leaving. I believe that the same fundamental reasons apply when a person ends a marriage or long-term relationships as to when they make a major career change – they don’t feel valued – aka no “love”. Human beings have a fundamental need to feel valued and appreciated in order to feel secure. Notice the key word –“feel”. People don’t think or evaluate their value in quantitative terms, it’s almost always emotional.
No personal growth
If we’re not growing, we’re stuck or trapped in our job. Personal growth is not just a good idea; it is essential for continued success in today’s competitive and ever changing business environment. The growth people are looking for is not only in the area of their work skills (technical competencies); they are also looking for development and opportunities to grow relating to soft skills such as leadership, communication, and conflict resolution. The most successful and effective people are the ones learning and growing, right into old age.
Misalignment of values and principles
People committed to personal growth and organizational development do so based on the values and principles they witness being lived and applied by their leaders. Simply stated, they are looking for authenticity in those they follow. When employees, at any level within the organization, don’t see the standards being applied by the most senior leaders, they become disenchanted, disengaged and cynical and either withdraw, leave or at worst sabotage and undermine projects or others to “even the score”.
If you lead and manage others, do the opposite of this list to engage and retain your most talented people.
“Good Leaders make people feel that they’re at the very heart of things, not at the periphery. Everyone feels that he or she makes a difference to the success of the organization. When that happens people feel centered and that gives their work meaning.” – Warren Bennis