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Sometimes Employees Leave Jobs (Not Managers)

Sometimes Employees Leave Jobs (Not Managers)

 

There’s an old saying that says, “Employees don’t leave jobs, they leave managers.” And it’s often true. Throughout my career, I’ve talked to hundreds of employees who love the company and their work, . So they leave. Sometimes they will just transfer to a different department or another location. Sometimes they will leave the organization all together.

employees leave, employees, managers, job, leave, bye bye

Now sometimes, when an employee says they’re leaving because of their manager, that’s okay. Because the manager is doing all the right things and the employee just doesn’t like it. In those instances, we can’t do anything but wish the employee well.

However, sometimes it is the manager’s fault. Which is a shame. The organization spends a lot of time and resources to select a manager. You’d like to think that they would make sure , training, development, mentoring, coaching, etc.

But when an employee leaves, it’s not always the manager or employee’s fault. Sometimes the organization needs to accept responsibility. Here are three examples:

  1. When a job is poorly designed, employees leave. . Employees want and need to have purpose and a connection to the business. This keeps them engaged and helps them to stay. Managers and employees don’t always have input into job design. And they probably should. They don’t have to design the entire job, but their feedback could be valuable.
  2. When the job pays poorly, employees leave. I’m defining pay here as salary plus benefits and perks. I’ve had jobs in my career where I wasn’t making lots of money but the benefits were fantastic. So you have to look at the total package. But if employees aren’t being paid competitively to the external market and fair internally, they will eventually figure it out. And then they will take action.
  3. If a job offers no growth opportunities, employees leave. Many employees will take a poorly designed job with terrible pay because they know that future opportunities exist…that are excellent. While an employee’s current manager might have some say in whether an employee is promoted, if the opportunity doesn’t exist, then it doesn’t matter what kind of say the manager has. It’s about availability.

Managers have many responsibilities. I certainly do not want to imply that they have no control over work design, compensation, and promotional opportunities. Because they do. The question is, do they have enough?

In my experience, I’ve seen managers try to create new opportunities for employees, , and suggest new ways for employees to do the work, only to have their ideas shot down by senior management. From the employee’s view, it looks like the manager doesn’t care. Now, yes, the manager can tell the employee that they tried but senior management said “no” – effectively throwing senior management under the bus. But that’s not really the best approach.

So many managers simply take the hit. The employee leaves and says it’s because the manager isn’t supportive.

I certainly hope when those situations happen that organizations step back for a second and ask themselves, “Was it really the manager?” or “Was it us?” If it truly was the manager, get them the tools to become better. But if it wasn’t, then find a way to create a culture that doesn’t blame managers for things not under their control.

Image taken by on the streets of Chicago, IL

翻译:

员工离职并不都是因为受不了老板 有些职位本身就有问题

有一句谚语是这样说的:“员工辞职不是因为工作本身,而是想炒掉自己的上司”(Employees don’t leave jobs, they leave managers.)这句话通常情况下都是正确的。在我的职业生涯中,我曾经和数百名员工聊过天。他们热爱公司和工作,却无法忍受管理者,所以选择了离开。有时候他们只是跳到另一个部门或区域,有时候则干脆离开这个公司。

不过也有的时候,当一位员工说他们因为管理者而离开的时候,这并没有什么。因为管理者做了所有正确的事情,而这位员工就是不喜欢。在这种情况下,我们不会做任何事情,仅仅是希望这位员工以后一切都好。当一位员工离开的时候,这并不总是因为管理者或这位员工的错。有时候,公司也需要承担责任。以下是三个例子:

1. 当一份工作设计不当的时候,员工便会离开。设计不当的工作不仅无聊,还让人觉得一无所获。员工们想要并且需要设立自己的目标,并和自己的事业之间形成情感联系。这会让他们能够全身心投入到所做的事情之中,并长期地留在一家公司里。管理者和员工并不总是参与职位的设计中,他们可能应该这样做。他们并不需要设计岗位的所有职责,但是他们的反馈却必不可少。

2. 当一份工作收入太低的时候,员工便会离开。这里指的收入包括薪水、福利、津贴。在我的职业生涯中,我曾经遇到过薪资不多,但福利很好的工作,所以你必须将这些综合在一起来看。如果与外部市场比,收入没有竞争力,与公司内部比,收入也不具有公正性的话,员工们便会最终明白过来,并采取行动。

3. 如果一份工作没有发展机会的话,员工们便会离开。许多员工会选择设计不当,并且收入较少的工作,那是因为他们知道这份工作拥有未来的发展机会。这一点非常具有吸引力。管理者对于员工的晋升具有一定的话语权,但如果一个职位根本没有发展机会,那么管理者有没有话语权就无关紧要了——员工想要的是发展机会。

管理者有许多责任。我想说的并不是管理者在工作设计、收入和晋升机会上有没有控制权。因为他们确实拥有这些控制权。问题是,他们是否拥有足够的控制权。

 

在我的经验中,我看到过有管理者试图为员工们创造新机会,为他们争取涨薪,并且为员工的工作提出新的方法。但是他们的意见却被高层管理否决了。从员工的角度来看,这似乎是因为管理者漠不关心。然而,管理者可以告诉员工们,他尝试了,但是高层管理说“不”——这会把锅甩给高层管理。但这并不是最好的办法。

很多管理者则仅仅是受到了打击。员工们离开公司,并说这是因为管理者不支持他们的原因。

我非常希望当这些情况发生的时候,企业可以停下来问问自己:“这真的是因为管理者的原因吗?”或者“这是因为我们的原因吗?”如果确实是因为管理者的原因,那就让他们变得更好。但是如果不是的话,那么企业就应该寻找一种途径,不让管理者为不归他们负责的事情承担责任。

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