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LinkedIn調查「員工離職最大推力Top3」,上級關心與情感交流很重要!
日期 | 2021-08-06
撰文 |
-A 縮小字體
+A 放大字體

你是否也常在猶豫著該不該轉職到別家公司,或著該不該在此時提出離職......?其實,會想通常都是已經無法忍受積累已久的不滿,或者有壓倒駱駝的最後一根稻草、致命性的事件發生,才會促使職場人真的提出辭呈,根據LinkedIn調查會導致員工想要離職、轉職的原因其實大同小異,統整為下列Top3:

 

離職最大推力Top3:工作與生活密切不分 

離職最大推力Top3即是「工作與生活密切不分」,其實這個狀況因人而異,有些人會樂在其中,但也有人是完全無法接受在下班後、假日時收到任何工作上的訊息,如果你也有離職的念頭,或許你可以思考自己是因為這個原因才想離職的嗎?是不是有其它解決方式,像是跟主管溝通看看,或者自己若可以掌控的工作內容,可以試著調整工作步調、方式、順序,讓工作在預定時間內完成。

 

離職最大推力Top2:缺乏上層關心與情感交流 

離職最大推力Top2為「缺乏上層關心與情感交流」,雖然我們都知道最好不要將情緒、感情、私事帶到公事上,但人本來就是情感動物,在工作上難免還是會需要與他人情感交流,若你與同事間相處不融洽、沒有從主管那裡得到肯定與關心,那麼你肯定也感受不到工作成就感,甚至會覺得這份工作冷冰冰。若是職場人任管理階層,其實可以適時地關心下屬工作狀況,儘管只是多一句口頭的問候,都可以收服員工的心。

 

離職最大推力Top1:高壓繁重的工作壓力 

而促使員工離職最大的推力Top1為「高壓繁重的工作壓力」,根據調查大多數真的提出辭呈、決心離開的員工,通常壓力過大者大於工作倦怠者,當工作的壓力使之無法負荷,甚至影響到日常生活、身心狀況,就會促使員工開始尋找下一份工作。如果你是企業體或管理職,可以思考「高壓」與「難以控制的工作量」如何使公司容易留不住人才。(延伸閱讀:離職前需思考的4件事:條列問題、備好待業基金

 

「離職」這件事雖說是個人的職涯決定,但多少還是會影響到你與公司間的互動及觀感,藉由上述多數人提出離職的主因,你也可以評估看看自己是否有同樣情況,而這個問題是否有辦法解決,別再只是「想」離職卻不知道想的原因是什麼,或者遲遲不敢提出辭呈!(釐清原因,不適合的公司就提起勇氣說掰掰)

 

Source:linkedin、pixabay

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