Comments on: 7 big reasons people leave their jobs

By: Wade Yu

Wade Yu — Wed, 03 Apr 2013 08:39:00 +0000

Actually I am a worker in HR department, I have interviewed a lot of people who left from company these years. most of the feedback are negative, the relationship with leader or the lack of opportunity… both company and employee have the responsibility for the issues, more respect, more trust, more communication, really human not tough and keep the problem unattended.on the side of company, do not trust the people as machine but a human being, I think that will be much better!

By: Brandey Symthes

Brandey Symthes — Mon, 26 Mar 2012 02:09:40 +0000

I walked out of a company not knowing what was in store for me in the coming months. It felt like a breath of fresh air and I did find another job. Companies need to look at their managerial skills for starters, its banks. Today we hear how they are outsourcing, and sending most of the jobs to other countries. Many become greedier by the day to say the least. These are the companies that have the largest turn over and they have it, because their managers of large industries especially hav forgotten, what gave them a job in the first place, People!!! Morals, respect, dignity, appreciation, loyality, stability, honestly and trust have all but gone and to bring them all back, and placed in a company, is what will keep its workers happy and remaining.

By: Lee

Lee — Thu, 26 Jun 2008 20:17:00 +0000

As stated in the preview to the statistics, the numbers add up to over 100% because people leave for a combination of reasons, including their own insecurities over their job choices which are hidden behind the same p.c. reasons politicians give “to devote more time to family.” As human beings we all bring different skills to the job. Just because you lean toward social skills rather than technical skills doesn’t mean you cannot learn those skills given an encouraging environment. My experience is that human resource managers tend to lean toward the social skills spectrum, because that is why they are in human resources, and discount techical skills as cold. You can’t run a business like a daycare and many managers turn down the opportunity for supervision because they would rather work than spend the greater part of every day listening to personal problems and other reasons why work doesn’t get done. On the other hand, because of increased world competition, there is increased pressure (as if we don’t have enough already) to sacrifice a life outside of work. It is not an easy question and human resources needs to step up to the plate and treat managers as employees too.

By: Lorraine

Lorraine — Thu, 12 Jun 2008 12:55:39 +0000

Marilyn,

Why bring up Ray and Carrie on something you stated? I found that segment of your comments interesting and was curious as to why you concluded that managers couldn’t leave jobs. I thought the answer would be a lot simpler than what you provided.

By: Marilyn Hunter

Marilyn Hunter — Wed, 11 Jun 2008 19:49:49 +0000

Lorraine,

I stated most. Carrie can better answer, but how many people do you know who have gotten their position because of seniority and have stayed until retirement. Some managers leave for better or worse. Even Ray stated that people are placed in management positons that don’t know what they are doing. Carrie stated that she is a facilitator of development programs and Ray stated that managers need training to assist them and I do agree. How many get the training, are offered the training or are required to do professional development? So Lorraine, why should some managers who aren’t required to do any professional development or don’t seek it out themselves leave? And if they do, are they more or less likely to acquire the same position? Carrie, it’s your expertise with this answer.

By: Lorraine

Lorraine — Wed, 11 Jun 2008 18:25:41 +0000

Marilyn, why can’t managers leave jobs?

By: Carrie

Carrie — Tue, 10 Jun 2008 21:54:06 +0000

I find it interesting that you think I’m “locked” on management based on my comments; I was only responding to your comments about the 22% and 25% of employees surveyed who said they left their employers for reasons related to their manager ….. I am both a manager AND a facilitator of development programs for managers, and a human resources professional, so I’ve seen it all.

By: Marilyn Hunter

Marilyn Hunter — Tue, 10 Jun 2008 20:42:42 +0000

Ray and Carrie, I didn’t write my comments to debate good leadership versus bad leadership. Let’s not forget what the article is about, people who leave their jobs. There were seven reasons why and the two of you are locked on management. I agree that people are promoted by reasons other than qualifications. Managing people is probably as difficult as raising children. You are asking one personality to manage several personalities and get the job done. It has never been easy to work with someone who is your manager and doesn’t know what they are doing. You wind up doing most of the work and they get the accolades and pay. So what do you do, you grin and bear it or leave. Remember, the company put that person in that positon for reasons you or I will never know or fully understand, but that’s life in this big, big world. The best part is employees can leave, most managers can’t, won’t and don’t.. But onthe flip side, there are some fantastic managers out there and I have had the fortune of having both. I can truly state that I have learned from all my past managers, the good, the bad, and the ugly.

By: Ray

Ray — Tue, 10 Jun 2008 17:06:05 +0000

Absolutely! I agree with Carrie. I can argue this point all day. It’s nice to hear another perspective on this topic. Fortunately, where I work, our President has an open door policy. He appreciates this
kind of feedback. My arguement is the same as what Carrie is saying. They put people in these mangement roles and they have no idea how to manage people. This is where Professional Development comes in. It should be required for them to get training and attend workshops. The has to be some accountability. Managing people is a whole new skill level.

By: Carrie

Carrie — Tue, 10 Jun 2008 15:33:23 +0000

The Gallup Organization has conducted an enormous amount of research through employee surveys which measure engagement. The results of this research is reflected in a book called “First, Break All the Rules,” which identifies that employees do not leave companies, but rather, they leave their managers. While Ms. Hunter is most certainly accurate in her assessment that employees may not always “like” their managers, the book indicates (as does my experience as a human resources professional) that managers very often don’t know how to manage their subordinates effectively. Most of the time companies promote top individual contributors who have strong technical skills into management positions and they do not know how to coach their employees for success, let alone coach them for improvement or, heaven forbid, manage a performance problem.

I believe the information in this article represents this problem.