As Leigh Branham states in his book; The 7 Hidden Reasons Employees Leave, “employee turnover is not an event.. it is a process of disengagement that can take days, weeks, months or even years until the actual decision to leave occurs”. His four fundamental human needs of trust, hope, sense of worth and competence (when lacking) that drive employee disengage and thinking about leaving come straight from Maslow’s hierarchy of needs.
Another latest substantiation that money is NOT an intrinsic motivator can be found on Dan Ariely’s TED Talk: What makes us feel good about our work.
Both of these examples can be immediately traced back to either poor leadership, and or leadership development, or the company was a wrong match to begin with. The latter is resolved when and if the company in question published, communicated & actively lived it’s core ideology.
Seeing as neither people nor organizations change their behaviors unless the pain becomes so great that there is no other choice, I’d love to hear what change you’re going to implement in your behavior as a leader, including influencing your organization’s current behavior. Please comment below..