I’ve been reading a lot lately about the reasons people leave jobs. According to the Harvard Business Review, it’s usually because they simply don’t like their bosses, don’t see any opportunities for growth or are offered a better job with higher pay.
Now, all these things are fair enough and I feel that we’ve all been faced with a bad manager, been stuck in a dead end job or believed the grass would be greener at some point. But I can’t help thinking, are we giving up on jobs prematurely because they are hard, or because we haven’t allowed enough time for true passion to develop?
In Grit: The power of passion and perseverance, author Angela Duckworth talks about how people with the most perseverance tend to be the most successful and happiest in roles. This is as a result of working through hard times and allowing passion to grow rather than expecting it to be there to begin with.
But is giving up on something early due to bad management or a changing culture? In one of his more famous interviews, Simon Sinek discusses the ever-growing trend of Millennials quitting their jobs if they don’t feel they’ve made an impact in the first 8 months of being in a company. Again, we have all been there in a new job, where a manager asks you to do something you have no idea how to do. The fear of getting something wrong or not being the best at something can be soul destroying. Does placing the blame on management and walking away too early actually come down to our lack of resilience?
In a world where we have so much to do and so little time, we can often find ourselves feeling pressured to fit too much into one day’s work. According to an article written by Travis Bradberry, productivity decreases sharply per hour when the work week exceeds 50 hours. If this is not noted by management it could mean that talented employees will leave. Bradberry claims that the best way to stop your employees from leaving when the stakes are high is to increase their status and engagement in the business.
Poor management can be a legitimate reason for leaving a job, but I believe we can also work to be more resilient – we must embrace determination and confidence if we want to reach our full potential. Moving forward I think that it would be great if we can break the mould and stay in a job, be resilient, until we have mastered it. If you don’t gain the satisfaction you want at this point – quit, but prematurely blaming the management, as so often it happens, is not what we should be doing as a norm.