Why did you leave your last organisation ?
Lots of consulting and research companies undertake numerous surveys and studies – to demystify the attrition puzzle, and come out with their findings.
- What triggers the decision for employees to separate from their employer ?
- When should an employee realise that’s its time to leave ?
I remember one such study by a leading survey and research company, which decided to put almost all the blame on the managers. They say, that the decision of an employee to quit is triggered because of the conduct of their managers. Most of us would agree? I am sure, you also may have been influenced to move out from one of your previous organisation because of your manager.
What else?
These are the pointers and survey elements from most employee engagement survey.
- Overall Job Satisfaction.
- Compensation.
- Work Culture.
- Role, Quality of work.
- Growth Opportunities.
Let’s just attempt to demystify, the puzzle in a very normal – commonsensical way.
The decision to leave, is planning the end of a relationship – the same concept applies – divorce, break up and separation. It’s the feeling of detachment, the feeling of not being bothered or concerned by the relationship any more.
What drives these thoughts?
The triggers – Normally the thought of moving away, of quitting start flowing randomly, and happen to be a chain of events and various thoughts rather than one specific event. The events could be your held back promotion, your recommendation for some premium training program being cancelled etc, the misbehaviour of a boss, the meanness of colleagues, inability to sell the company’s product, lack of trust in the business, lack of appreciation. There is a possibility, that your idea was hijacked by your colleague or boss, and they received the much desired accolades.
The Indicators – your complaints and whining’s:
- I am not getting my due !
- My boss is a moron ? How come he is my boss ?
- I have nothing do do ? No work ? Don’t know about future plans of the company ?
- My views are not respected or valued.
- I have tons of responsibilities and there are no resources for me to do or get the job done.
- It’s a one sided relationship – there is “give” endlessly, and no receive!
- We are not talking a “win – win’ game?
- It’s not “team work”, it’s a one sided exploitation? I am a scapegoat?
- I am just a Manager here; my friend in another company has become a Director?
- I am getting paid peanuts – there has been no decent hike since I have been here?
If your thoughts start revolving around some of the above mentioned sentiments you need to start thinking.
Remember, the frustration sets in over a period of time. It’s not an abrupt development. When sitting on your desk beyond 5 30 pm is a torture, when team meetings become a boring exercise, when you start talking to you stock broker on an average 5 – 6 times a day, when your desktop keeps showing the market news. The frustration, could also manifest itself is form of a solitaire screen on your desktop or candy crush on your phone. Every morning, you have to force yourself to stretch out of the bed, and make a seriously painful attempt to drag yourself to your office.
If you notice the above behavioural patterns in yourself, its time to call up search consultants, updated your LinkedIn profile, and your profile on job portals. It may be time to start preparing for an exit.
Minor updation on 5th Sep 2018 by Praveen Mishra
Praveen is the Founder & Principal Consultant of KHEdge, a boutique HR & Business Process Advisory firm. Over last 15 years he has advised & worked with promoters, founders, business leaders, HR leaders in areas of - Business Strategy, HR Strategy, Organisation Design etc.