Why People Leave their jobs – #1 Reason!

For the bosses reading this article, TAKE NOTES.  There are various foundational elements that cross all borders of management.  Whether a factory manager, a shift lead in a fast food company, or an manager at a FORTUNE 100 – the basics remain the same.  So take a quick look at why the people say they leave and then we can discuss how to solve the issue.  Professional staff members leave due to the way they are treated – something that has little to do with their duties.  How the manager looks at them, speaks to them, associates with inside/outside the office, encourages them, etc. all were the largest factors when determining  how an employee evaluates a boss.  If you do not think these factors matter, look at this.  One of the reports written states that 75% of employees site their direct manager as the most stressful part of their day.  So how does a manager truly manage people?

I believe that there is so much more to managing people than simply overseeing them in their tasks.  The question is engagement, how does a boss engage the people he/she oversees is the real factor that makes all the difference.  Engagement covers all the intangible interactions that we mentioned above and weigh the most on how staff assess their leadership.  The old school thoughts are management up here and the rest of the people down here.  If you are looking to keep losing people, remain in that school of thought – they will fall away in droves.  Lack of engagement is the core foundation of the old school way of management.  So why engage?  People are people, one of the forgotten principles of management in today’s business world.  To influence people and get the job done, managers need to engage people.  To do so, you must treat people the right way.  Sounds simple enough – does it not?  Why is it so hard then?  In addition to change management, training, and the fear that all of those bring – technology is one of the single largest factors in the inability of managers to be able to engage.  Email, phone, tele-conference, etc all remove the need for engagement and place people in isolated verticals without management training.  All this equals people consistently ranking their bosses low in performance ratings and leaving their positions for “the grass being greener” on the other side.


How to Explain Leaving a Hostile Work Environment on a Resume

How to Explain Leaving a Hostile Work Environment on a Resume

by Kay Bosworth, Demand Media

“Hostile work environment” is a legal term that is not necessarily appropriate for a resume. A hostile work environment, by legal definition, is not the same as a workplace that is occasionally hostile. A bullying boss or an obnoxious coworker can be annoying, but not rise to the level of creating a legally hostile work environment. Inappropriate use of the term on a resume could make a negative impression on a prospective employer.

Step 1Understand the correct terminology. Specific federal anti-discrimination laws prohibit creation of a hostile work environment. Legally, a hostile work environment is one in which one or more employees experience discriminatory harassment. The basis of this harassment must be race, color, national origin, religion, disability, age or gender. Illegal harassment must be severe and intentional to the extent that it interferes with the employee’s job performance. The victim or other employees must believe that they have to put up with the situation to keep their jobs.
Unless your situation is severe enough to warrant a complaint to the Equal Employment Opportunity Commission or the equivalent state agency, it is not a genuine hostile work environment and should not be described as such. If you have, in fact, filed an official complaint with the EEOC, that information should not be mentioned on a resume.

Step 2Use the constructive discharge defense. An employer might deliberately create a hostile environment to force an employee to quit. If this is the case, mention your reason for leaving on the resume if you feel it may require an explanation. In a cover letter or an interview, you can elaborate by explaining that you tried your best to cope with the situation.

Step 3Leave it out. Reasons for leaving a job are not part of most resume formats. Simply include the start and end dates of the job along with your accomplishments. If your interviewer asks why you left, put a positive spin on the departure. Without criticizing your employer, briefly focus on the goals and results that you achieved and emphasize that you welcome new opportunities to grow and learn. Employers want to know that you are adaptable, flexible, loyal and a team player. They don’t want to suspect that you are thin-skinned, uncooperative or given to whining and complaining.


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