Why Do Employees Quit Organizations When They Are Doing Well?

It makes complete sense from an individual’s perspective to quit a job when one is ahead and doing well. However, no one works in isolation – there are always repercussions of an individual’s performance that go far beyond the self. There is a good chance that the next level is also doing well, is empowered and the general chain of hierarchy is undergoing the opposite of a domino effect – each domino is enabling the next one to stand up and stand strong.

When one person who is doing well, quits the organization, it negatively affects their team, their juniors, and the company as a whole. Not only do recruiting and on boarding costs come into play, it is also their absence that is felt, because they were an integral link in the chain.

Why is it, that despite being in a great place professionally, employees choose to leave their organizations in search of greener pastures?

Managing Your People During a Merger Today

A KPMG study shows, 83% of the mergers fail. Some organisations embrace mergers almost effortlessly, and then others fail because of softer, but key aspects like ineffective methods of people and culture management. A merger between two organizations can be a rocky path to tread, but if handled well, it can lead to a wonderful road down the line. It is observed often that employees report lower overall satisfaction and engagement with management, post a merger and acquisition.

This is usually due to various factors such as a mismatch in culture, lack of common vision, poor communication, poor governance and weak leadership.

The answers to avoiding these problems are right in front of us, but we just dismiss such solutions as trivial and get deeper into money matters and official training.