|
|
THIS WEEK’S JOURNAL
People rarely leave a job for a single reason.
|
|
Most resignations trace back to one thing — a breakdown in trust, growth, or connection.
|
|
Limited Career Paths
People disengage when they see no path to advance.
Stalled Development
They’ve outgrown the role — with no new challenge, learning, or upskilling.
|
|
Poor Management
“People don’t quit jobs, they quit bosses.” Micromanagement, favoritism, and ego push people away.
No Psychological Safety
When people don’t feel safe to speak up or fail, they disengage long before they resign.
|
Toxic Culture & Environment
|
|
Disrespect & Betrayal
One-sided expectations — constant hustle without security or care — breed resentment.
Exclusion & Poor Communication
Cliques, gossip, and no transparency leave people feeling undervalued and disconnected.
|
|
Work-Life Imbalance
“Always-on” pressure leads to burnout. Many now choose flexibility over higher pay.
Lack of Recognition
When effort goes unnoticed and work feels purposeless, motivation declines.
|
Compensation & Insecurity
|
|
Inadequate Pay
Pay becomes the issue when raises don’t reflect performance, market value, or rising costs.
Unstable Organizations
Uncertainty, budget cuts, or layoffs push people toward stability elsewhere.
|
|
|
|
THE BOTTOM LINE
People don’t usually quit suddenly.
They leave once they realize the organization stopped investing in them, listening to them, and growing with them.
|
|
|
🎧 NEW EPISODE
The Chasing Excellence Podcast
|
|
Tony Thompson, CMB
Keynote Speaker, Founder & CEO, NAMMBA
|
|
|
|
