The Saile Group
  • Home
  • Leadership Solutions
    • Executive Coaching
    • The Birkman Method®
  • Media
    • Company News
    • Tips from the Top
  • About
    • Anne Saile, Founder & CEO
    • Associations
  • Contact

Six ways to drive good employees away

3/9/2015

1 Comment

 

View image | gettyimages.com
Have you ever quit a job? Chances are if you have been in the workforce for over 10 years the answer is yes. Many who have exited actually left a person and not the work.

My good friend Jess gave up on her job because she could no longer take the stress of working with her boss. It was impacting everything from her health to her family.

Many people are passive; they are quiet about their frustration, stress or disappointment. Some leave for a better opportunity. Many leave for any opportunity or for nothing at all. They just have to get away from a dysfunctional stressful situation. What makes a good person resign?

The number one thing I hear people who couldn’t take it any more talk about is that they feel they can’t trust someone of influence in the workplace.

Here are six examples of ways that people drive good employees away:

1. They omit important information. Thinking that information is power they won’t tell their co-worker or the people working for them all of the information they need when they are assigned a project. The employee finds out after spending too much time on something that the job could have been done better and faster if only they knew what the boss said to the person passing along the instructions when the project was assigned.

2. They don’t tell the truth and they repeatedly get caught in a lie. And no one does anything about it.

3. They speak negatively of people. When this happens the employee wonders what is being said about them when they are not in the room.

4.Building relationships is not important. They don’t even try to know something about the people they are working with. I know someone who was called by the wrong name. No matter how many times she corrected her boss it go brushed off with the comment “I’m awful with names.”

5. They hold off on giving positive feedback. They won’t say “good job” at the moment it happens or in front of anyone else. They wait until an annual review or they say it in passing weeks after the event it makes people feel like the praise wasn’t really genuine.

6. They use silence as a weapon. Are weapons appropriate? No. But silence is a powerful one. Early in my career I worked for someone who would stop speaking to his staff for weeks at a time when something didn’t go his way. It created a punishing environment that drove talented people away.

Part of developing good employees is to model respectful communication that fosters an atmosphere to make people feel valued. Otherwise – good people are driven away.

1 Comment
Michael Padilla link
4/16/2018 05:05:58 am

Hello- Anne! I appreciate your postulation. I just wanna say that maintaining the structure of good employees can be tough. But for organizational success, the demands of the effective employees should not be ignored. Making stupid rules, treating every hired helps equally, tolerating the poor performance, never recognizing the attainments, never letting the good employee pursue their passion- are the few mistakes done by most of the organizations that force the flaired employees to leave. Thus, the organizer should work on it in order to make the good employees feel comfortable and special with their respective designation.

Reply



Leave a Reply.

    Anne Saile

    Management Expert, Executive Coach, Columnist, Strategic Networker

    Tips from the Top i
    s featured on the Times Union website.


    Archives

    April 2015
    March 2015
    February 2015
    January 2015
    December 2014
    November 2014
    October 2014
    September 2014
    July 2014
    January 2014
    November 2013
    October 2013
    September 2013
    August 2013
    July 2013
    June 2013
    May 2013
    April 2013
    March 2013
    February 2013
    January 2013
    December 2012
    November 2012
    October 2012
    September 2012
    August 2012
    July 2012
    June 2012
    May 2012
    April 2012
    March 2012
    January 2012
    December 2011


    RSS Feed


      • Categories

    All
    Awareness
    Business Development
    Client Relations
    Finances
    Leadership
    Networking
    Personal Growth
    Presentations
    Public Image
    Success
    Work Environment

If you are looking for help with:
Building Board Performance
Career Planning
Conflict Management
Executive Coaching
High Stakes Decisions






Hiring / Selection
Leadership Development
Leadership Training
Mergers / Acquisitions
Team Building
The Birkman Method®


Contact Us:
P: (518) 669-2171

E: info@sailegroup.com

Picture
Picture
Picture