Before you quickly answer this question, stop for a minute and think. In a perfect world, good paying jobs would be plentiful and expenses would be low, but that’s really not how it works is it? There are bills to pay, mouths to feed, and/or a lifestyle that you want to keep, and for most of us, companies aren’t knocking at our door ready to throw gobs of money at us.
Hold up for a minute. Shouldn’t we all just take jobs that we like? Why sign up for a job you don’t like or want to do? Well first off, I don’t suppose many people willingly take jobs that they know they won’t like. Well maybe except former New York Knicks Team President, Phil Jackson. But don’t get me started on him, and that is my obligatory sports reference for this post.
But in all seriousness, I don’t believe we take a job in something we don’t want to do unless we absolutely have to. Instead, what usually happens is that we’re “sold a false bill of goods” so to speak and the job isn’t what was advertised, or it came with complications that weren’t made known up front.
Also, sometimes jobs we want and would love to have don’t pay enough to cover the bills. I’ve seen people claim that they have the best jobs in the world, that they’re doing what they love and they wouldn’t have it any other way, but then they set up a GoFundMe to ask for help to pay their dental bills. How does that make sense?
If you have a job that pays your bills and allows you to survive, you would phone it in if you had to. And you know what, it’ll show.
As a manager, if you’re not in tune with your team members and you can’t see the signs, you risk losing your team. And talent will find a way to move on. Chances are that if someone on your team is phoning it in, that they’re also looking at options to leave.
Managers play a key role in talent retention, as we know that most people quit managers, not jobs. “Unsurprisingly, the manager relationship is highly correlated with employee engagement”, says Jack Altman. People will stay in roles that might not be the best fit if they find their relationship with their manager to be positive.
In some cases, it could be best for both parties to move on from each other, but I would suspect that more often than not, simple, honest communication can prevent employee turnover. If anything, you might be able to find a better fit on another team, preventing them from leaving the company altogether and losing the talent completely.