Story of an employee leaving without any reason.

As employee resignations are very common and a head cracking issue in the HR? community, Here is an imaginary situation analyzed from my own? perspective.?

The awe-inspiring company?

Imagine working with an awesome organization with exceptional culture, you get? to learn many new things .You meet and discuss topics with like-minded? people.?This is the dream job that you have been longing for years.

The first instinct?

During your initial days, you find an easier way to do your job, or a better? process to handle your current work. You, being a polite, humble and newbie to the organization, mentions this to your peer and the reply is – Don’t even try, this is not going to happen.

A sudden feeling of discouragement by the peer affects you and eventually hope? arises. “I can make this happen” you convince yourself. You start to daydream of making? the job easy for the team, being showered with appreciation and the team? looking up to you.?

This feeling is incredible. Isn’t it? After all, we all want to make a change in this? world.?

The second try-The bold step?

Next ,you gather up courage and you meet your supervisor with the idea and? suggest it. Your supervisor appreciates the enthusiasm and advises you to wait? until feedback is given.

You are left hanging, your peer’s voice echoes in your mind, someone inside telling you that you did the wrong thing and you get disappointed day by day, only? because of a simple idea you suggested.?

Days go by, after a huge dip in enthusiasm, like an optimist as you are always, you? gather up hope.??

The third step – The most courageous one?

In the next town hall meeting, you pick yourself up again. Hoping that sharing an? amazing idea in a crowd would help getting more acceptances and will get you? into the limelight. Your suggestion was noted by the leaders and then again you are? left hanging.?

You work with amazing people, you have an exceptional culture, and your supervisor is super supportive and has the kindest peers. But you are still? disappointed and not happy with the job even after 6 months of joining.?

The fourth step –Moving on?

You keep this aside and try to move on. You work hard, give your best every day? and when you get another opportunity, you suddenly hop into it. You don’t have? many reasons to move away, but a very small incident has stuck on your mind and played with your peace.?

A dilemma to stay or move on kicks in. The peers, culture and learning is not? letting you go. But the scenario where your idea was just noted still traumatizes? you.?

Final Step - the guilt trip?

In your retention discussions, you share the information and your supervisor tells that you didn’t push the idea. If you had been assertive, this wouldn’t have? happened. You go down the guilt trip again, hurting yourself and whirling through the mistake you have made.?

Ever happened or happening with you?

Here is my verdict on this?

Please don’t jump to conclusions and leave your mind to guilty feelings. In a really? good culture, everyone will be open to suggestions and feedback.?

If your ideas weren’t good, your supervisor should have discussed and made you? understand that. If it was good, the credit would have been given to you and the? same would have been implemented. The same applies to anyone above and? beyond your hierarchy(if there is any).?

The simple idea for any collaborative team is?

Feedback is really important. Organizations might lose high performing employees just because of very small incidents like this. As the old saying goes,? even if we learn the entire universe, there would still be a lot of mysteries in? human minds.?

A well written article in TOI states?

“People are thirsty for feedback and not attending to such individuals can create? confusion and lead to lower employee morale. It may lead employees to? question their performance, achievement of goals and their relevance in an? organisation.”?

You can read the entire article here:??

https://timesofindia.indiatimes.com/business/india-business/lack-of-feedback can-affect-employee-output-cos?goals/articleshow/69330128.cms#:~:text=People%20are%20thirsty%20for%20fee dback,their%20relevance%20in%20an%20organisation.?

Many of the problems like this could be mitigated with regular peer checks, one? on one meeting and by giving constructive feedback. It is better to speak up,? discuss and allay issues than leaving a person hanging. Feedback might boost? confidence or might disappoint the person. But it wouldn’t traumatize the person? as a whole.?

Let’s grow and help grow!