Earn or Learn

Today, we are going to talk about reasons people leave jobs and also more to the point, why people look at new roles. And this came about because I was I'm working with a client and they were talking about the two things they look for when they're looking for a new role. And I thought it was really interesting because what happened is she said that she either looks to learn or to earn. And I thought that was a really great thing.

 

And I asked her to sort of expand on that. And she mentioned that, I mean, to earn it's kind of self-explanatory to earn more than she currently earns in benefits and stocks and actual salary. She would move to earn more so she can do more and and pay off a house quicker or have more time with her other family or her dogs or whatever it might be. And the learning point, she mentioned that she would stay in a role even if she got offered something of more money, if she felt she could learn from her manager or someone else within the organisation.

 

And so at that point, money didn't matter quite as much because they felt that they could learn skills that would help make them better at their job and maybe take them, make them better at whatever their next job would be or give them an insight into how to be a better manager or better, whatever it might be. And I thought that was really interesting. So you either earn or you learn and reasons why people might think about leaving an organisation.

 

Most of the time it is management. Your direct manager, because you're the direct manager, is normally the person you have a lot of contact with and decisions that your direct manager makes directly affect you. So that's one of the reasons why people talk about people don't leave jobs, they leave managers. But there's also leadership in general and it's becoming more and more common with the types of Small Start-Up companies that because there's a smaller gap between a member of staff and the CEO, for example, that the leadership or lack of leadership displayed by the CEO makes a huge difference on how staff think about their roles.

 

And so there's someone else that I'm working with where at their organisation. They're currently going through some issues and they'll be going through some issues for a while. People are kind of burnt out. It's been a very hectic six or seven months with various fires always being burning. So people are tired. Even though this organisation has unlimited time off, people aren't taking it, people aren't being asked to take it. And when people do ask, can I take vacation?

 

A lot of the time that got told, you can take one or two days, but taking a week is too much. And so they've also gotten the fact that they feel like the CEO isn't showing leadership skills, isn't being transparent, isn't giving people the information they need to do their jobs. Well, they know how much information their manager is getting. Maybe their manager is a good manager and is being transparent and has plans. But then the CEO isn't helpful, leading the manager and therefore things fall down now when there is a lack of trust between staff management and sea level, as in C suite level, not as in the sea level, then more issues become apparent and then people start to have one foot out the door all the time.

 

And this affects productivity because searching for a job is hard, takes time and mental energy. If you are already burnt out worrying about the stability of your job and also looking for another job, you are not going to be productive in any way, shape or form. And so this is bad for the company overall. So if there are managers or c suite level people who aren't showing good leadership, this hugely affects the company and what people think about and if they want to stay.

 

But not only that, it might stop them from working from other start-ups might stop them working with other types of institutions that are like this. And so when people are thinking about leaving, if you're a good manager, you know, when people are thinking about leaving and you have that conversation with them about how to make things better. But if you don't realise when people want to leave, you are a bad manager. So just think about that. If you are a manager and you listen to this and people have left and you didn't see it coming, what were you.

 

Missing and what can make you a better manager so you don't miss it next time. Thanks for listening. This is Janice@thecareerintrovert.com helping you build your brand and get hired. Have a great rest of your week.