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Sometimes the ones who resign are the ones who care the most for the organization

Yes, there are many possible reasons why a person may choose to quit his or her job. There could be another job offer. They may be starting up their own business. They could be going back to school. They could be going out and seeing the world. They could be opting to focus on their family. It could be a change in priorities, circumstances, or even health reasons. Or maybe…they may simply care too much for the organization they are resigning from.

Ironic isn’t it? That sometimes the ones who resign are the ones who may actually care for the organization they resigned from the most. But it’s true…and it probably happens more often than you think.

All organizations have problems – that’s a given. But it’s how these problems are handled which makes all the difference. More often than not, organizations are indeed aware of the problems they have – if they’re any good at what they do, how can they not be? That being said, there are marked differences in how a lot of organizations handle these problems. While some organizations aggressively pursue solutions, some organizations have a way of acknowledging problems and going through the motions of trying to solve them, but in reality, allowing them to fester and ferment in the background, eventually to be assimilated in the organization’s very culture and way of doing business.

This invariably leads employees to fall into two camps. Those in the first camp are merely concerned with receiving a regular paycheck and couldn’t care less about the organization or its problems. The second camp consist of those who see the big picture, understand the problems and the possible solutions, but because of their inability to push for the execution of those solutions, are tormented by thoughts of missed opportunities, unrealized potential, wasted resources, and simply what could have been. It’s not easy to live with those kind of thoughts and frustrations, and eventually, after much tortuous deliberation, they come to the realization that they can’t identify with, relate to, or be part of an organization who doesn’t seem to care about solving its problems as much as they do. So they resign.

It should also be pointed out that there’s actually a third camp…those who feel the same way as those in the second camp, but choose to stay on for various reasons. This is quite a miserable way to exist within an organization though, so eventually…after a period of months…or even years… they end up in either the first or second camps.

If this happens long enough, you’ll end up with an organization of which the vast majority of the employees are only after a steady paycheck, without really giving a damn towards making the organization realize its full potential. Worse, some of these employees end up getting promoted to management…and there’s nothing quite more pitiful than an organization whose management is only focused on getting paid and not much else.

Listen to your employees. They may actually have a lot of good ideas on how to make your organization better. Pay particular attention to the outspoken ones, even if dealing with them can be a pain, as they are typically honest and sincere with their beliefs. And learn to read the signs. If your best and brightest employees have started to become silent, or worse, started leaving, your organization may already be breeding a culture of complacency and indifference.

Good luck with that!

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