10 Reasons Why Nonprofit Employees Quit

People leave not from work but the boss. This is a truth many leaders choose to ignore. They attribute the problem to anything but their behavior. To retain the best, the manager must understand what his/her actions make subordinates think about dismissal.

Boss Puts Too Much Pressure on the Subordinate

Managers are tempted to maximize the potential of their best employees. Nevertheless, excessive workload only causes bewilderment in the worker. It seems to the employee that he/she is being punished for his/her professionalism and talent. Scientists at Stanford University have shown that the efficiency of an employee drops if he/she works more than 50 hours a week.

Emotional Burnout

Emotional burnout at work is one of the common reasons why employees of non-profit organizations quit, and social volunteers eventually lose their inner incentive to do good and dissolve into gray everyday life. Understanding how to properly build boundaries with colleagues and conducting a dialogue help to avoid negative situations in daily work.

Manager Doesn’t Recognize the Employee’s Contribution

Many leaders feel that the best performers with strong intrinsic motivation don’t need to be praised. Even a simple pat on the back is liked by everyone, including employees who work hard and give themselves entirely to the common cause. Communicate more often with subordinates and find out what kind of recognition they expect.

Leader Doesn’t Care about Subordinates

In a management department that is indifferent to its employees, there is always a high turnover of staff. It’s impossible to spend lots of time with someone and only care about profits and projects. Employees who do not feel supported by their boss usually quit. That’s why smart companies hire leaders who strike a balance between professionalism and humanity.

Manager Doesn’t Keep the Word

A leader who does not keep his/her promises provokes subordinates to be fired. Employees believe that the boss does not value and respect them. As a result, they start to work worse and quit. To avoid such situations, keep the word that you gave to employees.

Manager Hires and Promotes the Wrong People

Hardworking employees prefer working in a team of like-minded people. They lose motivation if they see that the leader doesn’t want to take the time to find the right people. The person who has worked hard but didn’t get promoted because of a smart colleague is likely to get offended and start looking for a new job.

Manager Prevents Employees from Following Their Dreams

Many managers limit their employees and do not create new opportunities for them. They are afraid that people will work worse if they are allowed to follow their dreams. But this is an empty fear: research shows that people who chase their dreams are about five times more productive. This is especially true for talented employees. Create new horizons for valuable employees if you don’t want them to quit.

Manager Doesn’t Allow Employees to Develop

Many managers believe that a promising employee does not need to be managed. He/she will solve all the problems and find development opportunities. Even talented subordinates need to be directed. Good leaders do just that: they listen to employees and show interest. Provide it if you don’t want people to quickly get bored and relaxed.

Boss Stops Creativity

Talented people strive to improve everything they deal with. They will quickly become disillusioned with their work if you do not allow them to change and improve something. Therefore, do not hold back the inner impulses of valuable employees.

Boss Doesn’t Challenge Employees Intellectually

Talented employees who find their job too easy and boring start looking for a new job. They need to test their minds. Good managers understand this and give valuable employees tasks that at first glance seem impossible.