I recently wrote about how toxic work cultures force high-performance employees to quit.
Yet, it’s not so clear cut.
Some employees stay – and it’s not because they love their jobs.
According to research conducted by Randstad US, 54% of employees feel pressure to stay – even when they don’t like their jobs – because they are the primary provider for their families. The financial burden is real. Both men and women experience this pressure.
That’s not all.
71% of workers, although unhappy with their jobs, admit they stay because it’s easier than starting something new.
78% say the benefits they receive are as crucial as the salaries they receive – so they stay.
56% of workers are not looking for a new job because they’d have to start with less paid time off.
Employees that don’t love their jobs, but stay, may wander through each day with minimal productivity, stewing in negativity, and bringing down the collective.
The ripple effects can spread far and wide. Unhappy employees can themselves be a factor in perpetuating a toxic work culture.
Toxic work culture leads to reduced productivity and declining results.
None of this means that you need to LOVE your job. Your job doesn’t have to be your passion project.
But, when you can find enjoyment and like your job, well, everything flows smoother.
Employees leave for practical and personal reasons.
At some point – sooner or later – when the pain to stay becomes too much for the employee to bear – they will leave.
And it’s not just about the pay.
58% of workers said they’d stay at a job with a lower salary if that meant working for a great boss. (Randstad)
As the leader and the employer, you can’t afford to ignore the bleeding from the core of your organization.
Are you driving your employees away?
“Train people well enough so they can leave,
treat them well enough, so they don’t want to.”
Sir Richard Branson