8 Reasons Employees Decide To Stop Working

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JAKARTA - Do you feel that more and more employees suddenly submit resignation letters? If so, don't blame the workers immediately for the decision. Try to trace the eight reasons that made workers decide to stop working as reported by Forbes, Tuesday, July 11.

There's nothing good about forcing an employee to work non-stop. People who are forced to work very hard feel they are being punished for good results. Even a study from Stanford shows that productivity per hour dives sharply when working hours exceed 50 hours each week, and productivity drops drastically after working 55 hours.

If it is necessary to force exemplary employees to work hard, it is better to increase their position. Employees who have the ability to accept greater responsibility. The promotion, promotion and promotion and promotion of status are the right way to give more jobs. If you hire tougher people just because they are talented, without changing anything, they will look for a better job.

Easy to underestimate the strength of praise, especially for great workers who are motivated from within. Everyone likes praise, especially those who work hard. Managers have to communicate with their subordinates to find out what makes them feel better (some like promotions or public recognition) then do that to make their efforts valued.

More than half of people who leave work do it because of their bad relationship with superiors. Smart companies will make sure managers know how to balance professional life but remain human. There are superiors who celebrate employee success, empathize when they are beset by a disaster. Superiors who fail to care about their employees will eventually be left behind. It's impossible to work with others for more than eight hours every day when they don't care about anything except the results of your work.

Making promises with people puts you on a thin boundary between making them happy or seeing them leave. When you have a commitment, in the eyes of employees you can prove yourself to be a trustworthy and honorable superior. If your commitment is not held, you become a boss who doesn't care and doesn't care. If a boss doesn't have a commitment, what about others?

Exemplary employees want to work with people who have professional thoughts. When the manager doesn't hire the right person, it damages the motivation of people who have worked there first. Raising the position of the wrong person has a worse impact. When you work hard but your promotion is even given to your parents, it's a big insult. No wonder people choose to stop working there.

Talented employees have high spirits. Providing opportunities to pursue what they like will increase productivity and job satisfaction. But many managers limit the world of work of their employees. They fear productivity will decline if they let employees develop focus and pursue what they like. This fear is baseless. Studies show that people who can catch up with what they love in the office feel happy that makes them five times more productive than usual.

Managers have the power to develop employee abilities or just let them go. Otherwise, the best people will feel bored and leave. The most talented workers want to try their best. If superiors limit their ability to change and repair jobs because they are satisfied with quotas, they will hate their jobs.

Good tops will challenge employees to achieve things they didn't initially imagine. Instead of setting challenging targets, they just let people in their comfort zone. Then, a good boss will do everything to help successful employees. When talented employees do things that are too easy or boring, they will look for other jobs that are more challenging