There could a lot of reasons of people quitting their work. Lack of appreciation and recognition for the work that you had completed so far could be a reason. Lack of respect inside the company cause the people to leave the job. Working under a bad manager may cause frustration and not self-recognized may tend to quit their work. Poor management, like if the team lead is not motivating the employee and pointing him the right direction, he may feel lost after a while and leave the work.
Most companies are usually keen to employ talented people who contribute to improving performance and raising productivity.But employees do not quit because of work, but because of their managers at work, Main reason is The core of many additional tasks from employees makes them work long hours, which causes them fatigue and lack of motivation, as holding employees more responsibilities and not giving them time to rest frustrates them,giving employees promises to get rewards without handing them over will make them not make any extra effort and refuse to work for additional hours and lead to less loyalty and the search for another job,Also, If a person feels that he will not be promoted to a higher position and there will not be an increase in his salary despite the difficulty of his work and the quality of his performance, he will search for another job to achieve this.
So, this is essentially a follow-up to my previous post of 'Why do people work?'. On one of the lectures Dr. Simon posted, there was a survey that said "'limited recognition and praise' was cited as the most common reason for why employees left the company". In the survey mentioned in the previous survey, almost half of the responses as to why people work is because of exciting challenging work. This is kind of interesting, because at face value, these two reasons seem unrelated. But as I ponder more, I start to see some relationship.
Is there a correlation between these two responses? Or are they unrelated? Share your own work experience on this issue.
I think these two are related. I know for me personally, I always want to be working on interesting projects that challenge me to learn and improve my skills to be a better employee each day. I continually want to make sure I'm growing and bettering myself, and the best way to do that is directly through the projects you work on. Naturally, if you're working on important, highly visible projects, and you execute on those projects well, you will be recognized and praised for your work. On the other hand, if you are only working on mundane, repetitive types of things and you aren't learning anything new or exposing yourself to new challenges, then you most likely won't receive as much praise simply because you're not achieving as much as individuals that are working on the critical, important projects. I think a lot of the time, people have a skewed idea of how much work they actually do and how much they contribute to their team / company. It seems like generally, people expect to be praised and rewarded through promotions/raises/bonuses/etc. simply because they showed up and have been in their current role for a certain amount of time, but they don't consider what they've actually done in that amount of time. I think if you have clear conversations with your manager and have an understanding of what's expected of you and how they plan on rewarding your accomplishments, then you should always be on the same page and you should never have a reason to leave (apart from extenuating circumstances).
In my personal opinion, I believe that the two are related because individuals will go out searching for new challenging opportunities. However, as I analyze the data that was shown in the survey it is clear that some individuals will leave their work as they are not receiving the amount of praise that they believe they deserve. Based on the data, I think that it is safe to say the two are related as they may be the reasons as to why people will apply for a job in the first place. Although, the category of praise and glory were ranked lower in the data, it shows that at first people will apply for new jobs as it will be a challenging and rewarding experience. But, as time progresses they tend to realize their worth as their job is becoming a routine and it is not as rewarding as it was in the beginning of their job.
People leave work because of "limited recognition and praise" but they stay for "exciting, challenging work." If the work is interesting but there is no recognition, will people leave? If the work is uninteresting but they are receiving praise, will they stay? I think both answers depend on the money being made, i.e. the relationship between these two responses it money. If your making a considerable amount of money boring work and no praise might seem unimportant. Then challenging work and praise do not matter if you are not seeing much money from them. My experience for the reason why people change jobs is more money or higher, more responsible positions (that, as such, offer more money). In our culture, receiving more money is a sign of praise and more challenging work (doctor, engineer) offers more money. It is said that the importance of an object to a society is measured by how many words we have for it. Well money can be called cash, dough, moola, currency, and many more.
Not too many people have talked about it, but this perspective is equally true. When choosing to stay or leave a company or a position, a series of factors including salary come into play that determine one's job satisfaction. The number of factors include: working conditions, opportunity for advancement, workload and stress level, respect from co-workers, relationship with supervisors and financial rewards. All of these factors are important and play a role for someone's decision. For instance, if an individual has reached a plateau in their career ladder and is not moving any further, they still might stay in the company because of the praise they receive from their co-workers and their supervisor relationship. However, other factors might affect this like the pay as well as the workload level. The individual tagged above brings up the interesting point that salary can be the one factor that offsets everything, but to some people financial incentive is not enough when considering positions. A person who is extremely qualified and is getting offers from various companies may choose to not stay at a high paying job because it is not intellectually challenging and will choose to go to a slightly lower paying job that offers more potential career advancement.
I can see how there is a relationship between having exciting and challenging work, and being recognized for that work. It makes sense that someone who has had many opportunities to tackle new, challenging projects for the company receives more recognition than someone who's been doing the same job for a decade. For the latter individual, their colleagues will come to expect that they complete the same function as they've been doing for years, so they will probably not receive much special praise. But whether this leads to the employee wishing to leave the company or stay depends on what personally motivates them. Maybe to them, good pay and close friends in the office are more important. So even if their company does not offer them many opportunities to tackle new, challenging work, they are content in their current function. It all depends on the individual and their motivators.
I agree with the idea that once people get comfortable they tend to leave their jobs. When you first start a job, people tend to try to give you praise for your hard work. Later when you're not considered a new employee, you get praised less and you're expected to have your A-game on all the time. Besides, being motivated and lack of confidence, when an employee gets overwhelmed they tend to quit their jobs. Increasing the expectations and the standards from an employee can be overwhelming as well and could lead to employees leaving their jobs.
People tend to leave their jobs because of various reasons. One of them could be reaching the "peak" of their position, or they are stagnant in their job. Other reasons could be that the environment was too comfortable or too uncomfortable. New employees typically get more motivation from managers and a lot of feedback, keeping them active and on their toes, but after being in a new position and becoming one with the team over a period of time, things start to seem slower, less exciting, new projects start feeling like chores, or the lack of new projects make things seem boring. It could also be purely mental, maybe the excitement has died and you feel limited to the same space every day for the rest of your life.
Lot of factors comes into consideration for someone to work in a company and I do agree recognition and praise to be the main reason for most of the people.Yes Recognition and praise are co-related as Employee recognition is the acknowledgment of a company's staff for exemplary performance. Essentially, the goal of employee recognition in the workplace is to reinforce particular behaviors, practices, or activities that result in better performance and positive business results.
People will leave when they don't feel valued. Being "valued" has many different definitions to different people. Some people determine their value based on their income, amount of recognition, type of projects they are given, how well their ideas are listened to, etc.
Part of retaining people is to ensure that the direct managers understand how to value their employees. So if the employee doesn't feel valued, they will look elsewhere. In my opinion, employees don't feel valued because their direct manager doesn't understand how the individual employee feels valued. i.e on a team of 5 people, if the manager "values" his employees by constantly giving them raises, 1 or 2 of the team members will leave because they might not care about more money, they might care more about recognition.
I think that the two are unrelated. The reasons that you work and the reasons to leave a particular employer can be vastly different. People work because they want a challenge, which I believe is an inherent human trait. But even if the work is not tough, it is still possible to keep going and focus your creative or intellectual brain power on other things. But I think that among all humans, we want to feel as though we are valued, so when a workplace does not give a person that feeling, I think it is very easy for a person to decide that they no longer want to work in a place where they are not treated fairly. It is also harder to struggle against challenging work when you are not being recognized for it. Whenever we accomplish something we want to be recognized and praised for it, especially when that accomplishment took a great deal of hard work. So when this is not given, I think people can quickly feel disenfranchised and be willing to leave an employer.
In general, I think the main negative reason that someone would leave their job is having their boss not show appreciation for their efforts. It can be the most challenging and engaging job, but in the end a person does not want to stay in a place where they do not feel appreciated. Other reasons people leave is new opportunities coming around, giving them better pay or an opportunity the individual likes more for other reasons. Lastly, people leave jobs sometimes because the job is boring or they aren't learning anymore. These are just my experiences, obviously there are a myriad of reasons a person could leave work depending on the individual's circumstances.
I agree with Agnieszka that the answer to the question depends on the income and the lifestyle of the individual. If work is interesting, some people will stay but sometimes, the most interesting work can be burdensome if it cannot financially support you. Even outside of the medical device industry, I've seen people leave their jobs to pursue a higher position that also has a higher salary. I had a professor leave their teaching role (which they enjoyed a lot) to be a director for an office in university and then later left the university to become a Vice Provost at another school. A lot of people seek upward direction in their careers, and leaving a job and/or company is necessary for their life paths.
I think people leave work because of 3 major reasons: 1-feeling burnt out, 2- lack of flexible work options 3- bad boss (recent research shows “ People don’t quit a job, the saying goes — they quit a boss. Another research survey shows 93% of employees (who left their jobs) are more likely to stay with their job if their boss is empathetic. Empathy is crucial for leaders, especially if you manage a team of skilled workers and want to keep them on board long term. As a manager or boss, you should care about them as people, not just employees. If you do, your employees will be more willing to go the extra mile.
I would agree with many of the sentiments in this thread. People leave work due to multiple factors that can also include a transition from one area of a business to another. I've seen some people transition from engineering to marketing and back to engineering because they wanted to experience new roles in different areas of the business. I've also known many to leave jobs to jump levels in their career from an engineer 1 to and engineer 3 within only a few years where as organic promotions may take 6 or 7 years to get two promotions. I would also say that some projects that are too complex without enough human capital will not only fail the project, but will cause the SME to quit. They do not want to work on a project they feel isn't moving, not due to engineering fault, but due to the project timeline projection being based on a full team rather than 1/2 or a 1/3 of that.
