I spend much of my “creative” time each day dreaming about how to make people’s lives better, and you have likely picked up on this concept if you have spent any time reading some of my blog posts, or if you have ever had a conversation with me.
If this is the first post you have read, then I am sure you will see what I am talking about today. Helping people reevaluate their priorities, with small daily changes is the basis of my upcoming book, and it is something that pulls at my heartstrings. I am definitely not one of those amazing forward thinkers at Google, or Tesla, as my ideas involve more of the simple concepts that anyone can afford, with most of them already at your fingertips. I tend to think about the things that revolve around “choices” we can make vice things we must purchase or obtain.
Today I wanted to talk about something that could effect (and likely has) all of us at one time or another. The idea of “should I stay or should I go” when it comes to where I am working. I have spoken with many friends and colleagues about this over the years, and to say it has not effected my own decision making would be a lie. The difference for me is that I owe my employer a few years of service in exchange for the investment they have made in me, and I am VERY VERY thankful for that investment because it has allowed me to fulfill a few pieces of what I have come to call my “purpose puzzle.” Do I wish some things were better where I work each day? Of course I do.
I came across some research by Leigh Branham who works as a strategic planning consultant. He authored a book titled 7 Hidden Reasons Why Employees Leave. The following are just a few of the things he offers us to consider:
–88% of employees leave their jobs for reasons other than pay
–However, 70% of managers think it is related to pay
And then there are the 7 hidden reasons:
- The job or workplace is not what was expected
- A mismatch between the job and person
- Too little coaching and feedback
- Too few growth and advancement opportunities
- Feel devalued and unrecognized
- Stress from overwork with a work/life imbalance
- Loss of trust and confidence in senior leaders
Unfortunately I have witnessed this firsthand in the military with both military personnel, who are at the end of their obligations (I don’t count those eligible to retire in this), and civilian employees who have decided to move on due to these very reasons.
It is a frustrating dilemma for those that desire to serve a specific purpose when reasons like those mentioned above stand in the way.
If you are struggling today with your job, you are not alone. If you are a leader or manager that can make a difference by simply evaluating how these SEVEN reasons are effecting your people, then don’t waste another minute to start implementing some changes.
Wishing you all the very best as your journey continues…