A study by the global human resources consultancy Great Place To Work (GPTW) revealed the main reasons why an employee decides give up to the company they work for, beyond their remuneration.
The survey took into account the opinion of more than 1 million workers around the world and was landed in Uruguay by the local agency of the GPTW consultancy in the country.
The investigation revealed that he micromanagement It is the main cause for which a worker leaves his job today. What does this mean? The term micromanagement used in human resources to define a method of labor management in which one of the workers that make up a team exercises excessive control over the rest of his colleagues or subordinates.
This attitude makes you feel lack of autonomy or trust in the people who suffer this pressure employment by the managers —or leadership positions within an organization. This attitude of superiors leads to lack of interest in work, disappointment and distrust in the employee, which can lead to his resignation.
Why is this work atmosphere generated? According to information from GPTW, the micromanagement “It is usually a sign of a lack of ability to delegate tasks to managers.” This, in addition to a harmful work environment, leads to a loss of time for people with positions of responsibility who apply this type of management.
The “under control” in the tasks performed by an employee is the second reason for which he may decide to leave the company, adds the report.
Another of the reasons that make up a “toxic” environment in companies —in terms of the study— and can lead to the resignation of the worker is when in the organization “psychological needs” are ignored of your staff members.
Finally, “erratic practices” in the management or administration of the company It is another of the decisive factors that can end in the employee’s decision to resign.
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What is happening in Uruguay and what are the solutions?
According to the country head of GPTW for Uruguay, Fedra Feola, the local labor market has evolved in certain leadership and business management practices that generated toxic environments and, therefore, the resignation of employees.
People who occupy leadership positions in Uruguayan companies “must acquire or enhance skills that not only allow them to retain local workers, but also motivate them, through a balanced work environment”expressed Feola in exchange with Coffee & Business.
“Success in leadership management is, more than retaining, creating commitment to talent,” said the human resources expert.
“Although today the reality is different, in Uruguay it has been difficult for organizations to be very clear about the impact that leadership has on talent retention,” he added. “The good news is that the country’s organizations have visualized these aspects and a large part of them, to a greater or lesser extent, are currently working on these issues,” Feola explained.
Along these lines, the expert emphasized the measures that must be addressed from the company to avoid this type of resignation, and that are mentioned in the survey.
The main “antidotes” that leaders must carry out against a “toxic work environment” in organizations are five, concludes the GPTW analysis.
The first is allow spaces for vulnerability that staff members may experience. Secondly, the consultant mentions the importance of ask about specific day-to-day issues of each of the workers. show interest (“Not only in elevator conversations”, the document specifies), is the third “antidote”.
In addition, create safe spaces to admit that someone is not well It is the fourth recommendation to avoid resignations. And finally, ensure that there are times for breaks in meetings.
“These practices reconnect employees with the organizational culture and transform the work environment into a healthy space,” the study concluded.
