Keeping It Real: Why Employees Don't Share Their Issues with Bosses and End Up Walking Away
- Written by Victoria Robertz
- Approx. 2 mins
Unspoken reasons leading to resignations among workers and the silent reasons behind their departures. - Secrets Workers Hide From Superiors: The Unexpressed Reasons Leading to Resignation
Hey, ain't that rich? A boss acting all surprised when an employee quits, no idea why they're leaving. But guess what? The reason's usually simpler than you think—employees feel ignored and disrespected, yet they keep their mouths shut till it's too late. Here's why that is.
The Invisible Wall
You could be the best communicator in the world, but trust us, employees still won't tell you what they truly feel. It's not ‘cause they don't care or they're being difficult, but it boils down to something more fundamental: basic human needs. You see, every individual has got these needs that gotta be met, and the foundation of it all is security. Only once they feel safe and secure in their work environment do they feel confident enough to share their insecurities or doubts. That safety net? Often missing.
The Fear Factor
Yep, it’s the old "what if I'm wrong?" or "what if they think I'm a problematic employee?" scenario. People are wary of speaking out for fear of being at a disadvantage. Add a lack of self-worth and Hitler-esque performance standards in Germany, and you've got a perfect storm for the infamous 45% employee turnover due to unappreciative managers. That feeling ain't cheap either—it costs companies plenty.
The Great Escape
When employees can't openly discuss appreciation, they often cite vague reasons for leaving—the environment didn't fit, objectives weren't clear-cut. BUT, we want to know, what exactly did you lack? What'd you have needed to be happier in the team? What basic need wasn't met? Such an open discussion should ideally happen before it's too damn late.
Breaking the Silence
Want employees to open up about the unpleasant stuff? Create a cozy, open environment—one where each voice matters and people feel heard. This is achieved by genuine listening—showin' genuine interest in your employees and askin' them about their work, how they came up with an idea, or how they approached a task. But don't just heap on false praise—that's a dependency-creator. Show genuine interest instead.
Speak the Truth to Power
As a leader, do your communication reach the employees? Maybe, maybe not. Leaders often assume they're transmitting info clearly and honestly, but things don't always land as intended. So here're two tips: First, ask employees to summarize what they understood. What did they take away from your message? Then, explain what you meant to convey and what might have gotten lost in translation. Clear up misunderstandings quick-like.
Seeing Things from Their Point
Tip two: self-reflection. Pay attention to what you're saying and how it's being received. Is it too complicated? Too shallow? Forget about the employee being satisfied—make 'em genuinely enthusiastic about what they're doing. That's on you, boss.
So there ya have it, boss. It ain't easy bein' honest with you and all, but communication is key, man. Get a grip on that, and the rampant employee turnover could become a thing of the past.
- To reduce unnecessary employee turnover and foster a productive work environment, consider implementing a community policy that prioritizes vocational training, finance, and leadership development, addressing the basic needs of employees and ensuring they feel valued and heard.
- To create an open and honest workplace culture, encourage active listening, self-reflection, and clarity in communication as integral parts of a comprehensive business strategy, enabling employees to build successful careers while feeling secure and empowered in their roles.
