Article

3 reasons why the employees go quiet!

The backbone of everyone organization is a set of passionate employees who put in their best to help the organization thrive. It feels wonderful to work with such people. Most of the employees start their careers with this same approach. What happens to them during the course of their careers?

Have you ever noticed the most passionate people become quiet?

Or have you experienced it yourself?

I have seen many such people and I have experienced it too.

Here are top 3 reasons why the most passionate employees go quiet:

1.    Loss of Trust – As leaders we are always under the spot light and judged based on the decisions we make which can revolve around hikes, defining job roles, work assignment, promotions or even the day to day transactions. When an employee feels he or she is being treated in a biased manner or when commitments aren’t fulfilled from the leader or the organization’s end the most passionate employees lose trust.

2.    Not Feeling Heard – When leaders don’t invest time into listening to their team members, they start feeling disconnected. I’ve seen many employees raising their concerns in 1-1s, meetings, email, or any form of communication. When these concerns aren’t addressed or even acknowledged they develop a feeling of not being heard over a period of time.

3.    Feeling Under Valued – Employees feel undervalued when their effort isn’t reciprocated with the right kind of package, job type, job level or even simple words of encouragement. A lot of organizations have a reward and recognition structure in place; however, it is not possible to acknowledge or appreciate the effort of every team member at an organizational level. That’s where the leader comes in.

If these issues aren’t addressed it can make the most passionate employees not just go quiet but even leave the organization. Many-a-times leaders feel shocked when these employees put down their papers, what they fail to realize is what could have triggered such an action. There are always some early warning signs that leaders ignore.

It’s imperative for them to reach out to their employees frequently (formally or informally) and notice patterns or change in employee behavior. Listening helps in building trust and making the employees feel heard and valued.

Once the leader or organization is aware only then they can address the issue before it goes out of hand. So, start focusing on regular interactions, listen and share your perspective. Communication helps in clearing out doubts and builds understanding.

Let’s focus on making the passionate employees stay passionate and inspiring the rest to become passionate too!

Thank you for stopping by and reading. Do share your thoughts.