EMPLOYEES LEAVING COMPANIES ARE NOT AT FAULT

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(Be a good human being, a warm-hearted, affectionate person. That is my fundamental belief. 14th Dalai Lama)

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This article should serve as a wake-up call for supervisors as they are to be mostly blamed for people leaving their work.

The assumption here is that the employee is getting a competitive wage yet decides to leave for no fault of theirs.

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Employee retention is a critical aspect of running a successful business.

So instead of blaming the employees who are leaving, it is high time the entire management, right from the top to the first supervisory level should share the burden of pushing the employee out of the company.

Practically all organizations work on the Pareto principle, whereby 20% are the people who are responsible for 80% of the staff.

The problem lies with this 20%.

These 20% of management staff should stop worrying about learning the leadership principles, rather they should concentrate on being more human, less biased, and in general being a pleasant individual.

It is time the shoe is put on the other foot.

Most research studies point out that the organizational culture is not good enough to keep the employees happy and productive.

Well, the employee is not responsible to create or build a happy, conducive culture within the organization. They do have a part but a minor one. The major role is played by individuals, who are never interested in looking at themselves in the mirror. They like to hide behind their title and as it is very easy to blame someone else, they become very good at that over some time.

So, where do these 20% go wrong? Many reasons, but the most common ones are:

1.?? Lack of appreciation for the employee's work.

2.?? Not owning up to their mistakes.

3.?? Exhibiting a lack of integrity.

4.?? Micromanaging.

5.?? Failing to communicate.

6.?? Poor listening skills.

7.?? Unpredictable behavior.

8.?? Gossiping.

9.?? Failing to establish clear roles.

10.?????????????????? Failing to delegate.

11.?????????????????? Being biased.

12.?????????????????? Not being human.

All these factors are good enough reasons for the good employees to leave.

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So, what should be done about these 20% of people who are the real reason for employees to leave? (firing all of them is not a workable solution)

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The only way is to make them more humane and maybe that brings home the reality that their being more humane is the way to succeed and help the company succeed.

Steps that can help

1.?? Do unto others as you would have others do unto you.?

This helps put compassion into action. When we can empathize, we can take a fresh look at a challenging situation.

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2.?? Be a good listener.

We have two ears but only one mouth. This means we can—and should—listen twice as much as we speak. When you honestly and intently listen, the other person seems heard and seen, which makes us more human in the other person's eyes.

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3.?? Think how you can be a benefit.

A Chinese proverb says, “There is no way to compassion; compassion is the way.” Asking how you can be of benefit to others, though, is a “way to compassion.”

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4.?? Be a better human.

Becoming a better person will not only benefit the people around you, but it will also enrich your own life.

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5.?? Be respectful.

Consider how your words or actions can affect someone and how you would feel if the roles were reversed.

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6.?? Be open to change.

Experiencing new things allows you to grow in different ways, you may have not known was possible.

When we practice wise compassion by bringing more and displaying our humanity, we can create a culture in which others increase their focus on real human connections.

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It is time the companies who always worry about good employees leaving, open their eyes and smell the coffee.

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