5 Excuses Quitting Employees Give

Numerous examples of how bad bosses, poor job opportunity, poor cultures, and even the incentive of better pay drive dozens of people away from their current roles. Each company does set its own tone and culture but the direct manager or leader can make or break the employee’s experience within any environment. Bad leaders drive away good people. Period. Leader training is an art and a skill that must be stressed to effectively keep the right people in a company long-term. Employees are an expensive asset but can be seen as a continually increasing asset if the structure is in place to make it a reality. Every level of management in a company needs leadership training prior to taking on the responsibility of others as well as a continuing life long pursuit of addition training and skills. Every few years standards and expectations of the employee workforce change and ultimately affect how a business will do in a market.

Experience, talented, and involved managers could detect when an associate is about to head through the door. The associates never complete their daily assignments. leave their area of work often. Leave the office early and arrive late at times. Have reduced conversation with fellow associates. Everything becomes an issue. The issue is not so much these associates are leaving but the reason why they are leaving. It takes a huge amount of resources to train people. New talents take at least 5 months before they can stand on their own. During that time there could a huge loss in productivity which could affect profitability. Turn-overs could affect organization severely. That’s why micro-management, poor Human Resources operation, and promoting unqualified people could be a disaster for any business entity. I heard an allegation of a store manager terminating close 40 associates during his tenure and was wondering when he will be receiving his “trophy”. Poor management at it worst. Awful Human Resources operation and incompetence.

Related: Attract, Find, Keep Talented People

You always want to leave on a professional level

With that in mind, candid feedback to your soon to be former employer is not usually a good idea. If you are in a bad situation it is highly unlikely that the employer would change anything after receiving candid feedback anyway. Most people leave for a better opportunity. This could mean a variety of things including more money, advancement opportunity, a better schedule or just a change of pace. Anyhow if you have to do an exit interview it’s already too late. It is important to not burn bridges when leaving a company. Professionally sharing reasoning for leaving is key. You can tell the truth and you can share it in a supporting method. Here is the list of most common 5 excuses quitting employees make:

1. It’s not you; it’s me

Such answers are never the “real” answer. Whether objections to why someone does not want to buy, or why someone is leaving your employ. Be a pro, keep asking, keep digging in a positive caring way. Most of the time you will find something closer to the truth!I’m leaving for a better opportunity. Change is hard. Self-improvement is hard. Scrounging up the guts to go for what you want is hard, and so is the work to make it happen. When things are hard, it’s always easier to decide to tackle them tomorrow. The problem is that tomorrow never comes. Saying you’ll do it tomorrow is just an excuse, and it means that either you don’t really want to do it or that you want the results without the hard work that comes along with it.

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2. I’m leaving for a better opportunity

It doesn’t matter how loyal or hard worker you are, it’s all vanished when they find some how that you are about to leave. The management start recalling all the bad memories and incidents that happen during your job, instead of retaining the employee by treating him/her not like an asset but the person who serve the company. It is very obvious sometimes when they fail to find any solid reason to degrade an employee they just say to your direct reporting boss” What exactly he was doing at job? Was he doing something?” Any time an organization is not meeting financial goals, that’s a top and middle management problem. To save their tales, they save their jobs by using a scapegoat. But everyone serves their purpose and then God moves them to another assignment. Reciprocity is a great act of God. Be good to your employees and they will never forget you. 

Related: What was your Last Salary?

3. I don’t have another job

Companies know that management is abusive to staff but because they are bringing in the money nothing is being done. Makes for a very hostile work environment. Great leaders, for example Napoleon was saying that if you put a piece of badge in the chest of the soldier, he is able to fight for a purpose for five more days, without food and water. So the point isn’t always the money but the ethical recognition of his good work. It is likely the worker has expressed their concerns or reason for leaving long before the exit interview and they were not heard. If they are sitting in the exit interview they likely have already disconnected. Being able to handle challenges and changes and flow with them is an important life skill. You can’t control everything in your life, but you CAN control your reaction to things and the choices you make. The book “When Bosses Go Wild” is filled with examples and options to help you overcome challenging situations and work with your boss and co-workers.

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4. I’m leaving for more money

Would you quit your job if you had money to support you for the rest of your life? They don’t love you back. Employees are looked at as both an asset and an expense. Once the latter overrides the former, employment length or loyalty doesn’t matter… you learn you are a number on an HR excel doc. The ability to manage your emotions and remain calm under pressure has a direct link to your performance. If the manager of this manager buys into this reasoning, then an across-the-board shake-up is in order. For example: perhaps the company owner has personally brought on board a group of cronies or relatives and placed them in your department. Then she holds YOU responsible when they complain and leave because you actually expected them to do their job. No. Unless you had final say on who was hired and placed in your department, you can not be held solely responsible for departing employees.

Related: Easily Firing People with Dignity and Respect

5. I wasn’t looking. They called me

Sometimes the problem isn’t management - at least, not directly. Sometimes the Ownership defines a Company culture that can hamstring the most qualified managers. Able to see the problems, to present viable solutions, but being unable to implement the solutions - that is the most disheartening situation to be in. Can an exit interview fix that? Perhaps only if the exit is en masse. The assumption or the basis of all these is first of all, the company or the managers care and want to improve. And, the employees leaving feel their view matters and they will not be attacked in any way for what they say. Employee turnover has massive hidden costs, but these costs are distributed between many cost-points and thus never get discussed by top management. Apart from more money and more creative freedom, the major reason good employees leave is being stuck working for a narcissistic in-sightless Bad Boss. Instead of being Talent Maximizer, you should be a Bad Boss Weeder!

Related: First Impressions at Job Interview

There’s a false assumption that an exit interview is required or that an employee has to give any reason for quitting. Whether you have a great relationship with your boss or not, your reason for leaving is to “pursue a new opportunity” (even if that opportunity is looking for another job). There’s no obligation to answer any detailed questions about what or why. If theyask for feedback about the boss or the company, the response is “I have nothing bad to say about” [the boss/the company/whatever]. Note the key there is nothing bad TO SAY. You can think whatever you want. Why compromise your integrity or professionalism by telling a lie (little white or otherwise)? It’s not your responsibility to make the company better for after you leave. If you want to make it better than don’t quit. Stay and make it better.

 

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