Everyone seems to have their own reasons for leaving. However, besides financial factors, the reality is that there are profound causes beneath the ultimate decision to leave a company.
Lack of commitment to human development orientation
Many managers mistakenly believe that an attractive offer of salary will be able to dominate the employee’s attachment to the organization. However this only contributes to their decision to leave. From the perspective of an employee, especially young people, they wonder about their ability to develop their inner selves, establish a position and find a long-term future direction.
Indeed, according to Travis Bradberry, co-founder of TalentSmart, employees are more likely to make a decision to quit when managers do not have a clear human development (employee) strategy. He said that when leaders cannot commit to a future orientation for their employees, employees will feel disoriented and skeptical of what they can contribute to the team. Naturally, they will become depressed and not want to continue to collaborate with the corporation.
Imagine how you would feel if you were completely sealed in a room, and no matter how loud you screamed, the outside could not hear you. A “closed” working environment is easily understood as a closed room, where you only work with the directions available, and your feedback, etc. is ignored.
Angela Ahrendts, senior Vice President of Apple, adds “the pressure from stereotyping will create a sense of humor in the minds of employees, and form a ‘subterranean wave’ in their psyche. In the long run, they will be able to react in different ways such as exploding in a negative or light manner. Either way, the damage is still on the business side.
Moreover, when employees are bound to unnecessary stereotypes, their creativity and innovation will be killed. Instead of encouraging self-change to move forward, employees are required to follow old models, which will cause ‘stifling’ and the desire to leave the company.”
“I” of the leader
Promoting yourself to a self-proclaimed manager will cause the collective loss of a company. Employees will no longer be linked, and each will work individually. Finally, when the collective is no longer maintained, or in other words, the business is split from the inside, employees will leave to seek new ideals. This has been demonstrated through a study of LinkedIn employee behavior by the end of 2017.
Mr [ABC], [Title related to HR or General Management] of NashTech, the leading technology group in Vietnam, agrees with this statement: “At NashTech, we always operate under the motto “Unite to develop together” because we understand that individuality is the leading factor that causes divisions and affects the development of the whole. So NashTech’s board of directors always collaborates with our employees in all matters, and act as mentors to our associates. “
Responsibility of the business to the community
The main staff is part of the community where the business is located. Therefore, when a company is not interested in the development of the community, employees will feel disassociated with the company. They will indirectly feel neglected by the business owners and will question the management’s commitment of responsibility for them. The Millennial Impact report Anh Phúc thêm link nguồn nhé shows Millennial employees (born 1981-1996) desired to be more engaged and dedicated to the company focus on developing local communities.
Focus on staff development, and staff will stay with the company throughout their career. With that in mind, NashTech, a technology corporation with more than 20 years of IT experience in Vietnam, is committed to creating an “open” and professional working environment for employees.
Together with NashTech, build a better Vietnam, join now at https://careers.nashtechglobal.com