Why do people dismiss? Why people actually go home from work (and how to keep them) for what reasons people are dismissed from work.

The most ridiculous dismissal

Dismissal is always a waste of nerves, emotional depression and stress. However, often the struggle of the heads and subordinates takes intricate and very comical forms. I read about the dismissal with humor in the article Observer Headhunter :: Magazine Dmitry Lisitsin "for what can dismiss."
What can fool
The relations of the chief and subordinate are often accompanied by conflict of interest. It is caused by the disabilities of ages, cultures, races, religious beliefs or sexual orientations. The conflict can last for years or end in one second. His consequences sometimes lead to a personal catastrophe, and sometimes, on the contrary, bring satisfaction to both participants. A wide variety of disagreements are possible. However, the dispute resolution is usually one - dismissal. Moreover, any absurdity can become a reason for such an event. Site SimplyFired collects the most unsuccessful dismissal. We decided to introduce you to American experience. We hope it will be not only entertaining, but also instructive. So why are they fired?
For a piece of pizza
The first hero for 18 months worked as a developer in a mortgage company. At first everything went well, but the career was spoiled by an unsuccessful dinner. The fact is that our developer noticed his colleagues, having finished dinner, left on the table pizza. He was hungry and thought that they would probably throw it away, and therefore, without the shadow, embarrassment went to the table and took a piece of pizza. Later it turned out that the staff were going to pick up the rest of dinner home, and the hungry colleague broke their plans. Instead of raising the thief, they told the Accident Manager. She, in turn, reported to the vice-president of the company, who a month after the incident fired a blower.
For Bublik
Another story - the employee became a victim of a bagel. From August 1 of this year, she began his work at the search company and vice-presidents. The boss invited her to discuss daytime plans for a cup of coffee with bagels. And at the end of the day she was inflicted. The reason is the eaten bagel. The heroine still can't believe it: "They thought that I ate him too slow. And this despite the fact that I finished it even earlier than my boss heard her. " The poor thing, apparently, still did not understand that her head deliberately delayed the meal, and Bagelik was a dough on tape. That's really - what is allowed to Caesary, the bull is not allowed.
For the thirst for new sensations
But one American, who worked for the army, was fired for the fact that he just became boring. Charter from family routine, they and his wife posted an ad on Swingers website. This fact failed to hide from all-seeing the head of the bosses, which fired a novice swingers. The young amateur of the sharp sensations was not in debt: he ordered 200 LiveWrong bracelets ("Live Wrong") and presented them with soldiers.
For early arrival
"I worked in the local library. After eight months of work, I called me the boss and asked to go to the rest room with her. There she told me that it was too early to come to work, in order to eat her lunch earlier than the laid deadline, it's not good. She substantiated his statement by the fact that I had a negative impact on other employees, and therefore should leave ... "- tells the priestly librarian. Council people: Never eat lunch before starting work.
For hitting the boss
Another victim worked on the distribution unit. The boss asked him to deliver details by car to another office, located a few blocks from the place of work. Departing from the parking lot, he hit the front wheel in the ditch and stuck. Seeing what is happening, the boss ran out to help. However, at that moment, the driver turned on the reverse and moved his leg. Dirt flowed along the face, hair and clothing of the head, who was trembling. But, by a happy chance, his health was not injured: only a dirty footprint on his leg reminded the incident. The boss turned out to be generous and dismissed the "Schumacher" only in a week when he broke the fork loader in a warehouse.
For sending resumes
The following loser has become a victim of newspaper ads. He just began to work in the company engaged in the wholesale trade. And after 4 months of work there saw an advertisement in the newspaper, which seemed more attractive and better paid than his own. As a contact address, only the mailbox was specified to which our applicant and sent a resume. His great amazement resume hit the table to the boss. For this, the failed candidate was immediately called on the carpet, where he stated that if he was dissatisfied with his work, he would better search for a new one. Not confused, the hero asked that he was given the work that was listed in the newspaper, but did not have success.
For bad hearing
Another character was dismissed for sending Banderoli Michael Finn. When his supervisor gathered on vacation, she gave him an instruction to send parcels with a certain Michael Finn. Every day he sent this Mr. Cuttie by mail. In the hope of impressing the boss, he remained on unpaid overtime hours in the office almost every night until the work was done. But when the boss returned from vacation and looked at what she did for two weeks, there was no joy in her eyes. There was such a dialogue between them:
- Who is Michael Finn?
- The person who you ordered to send Banderoli.
- Does not-eat. Not Michael Finn. It was necessary to send macrophim.
- In the sense, microfilm?
- Yes, yes, macrophim ...
Per good work
The next victim loved the work of the office manager. He liked everything: people, schedule, the activity itself. Its task was to optimize the work of the office, and he successfully coped with it, bringing many processes to automatism. The planned meeting of the team with the leadership was reported that the staff would call one by one to the bosses in order to discuss the future role of each in the company. Since our office manager was taken for any business and requested all new and new assignments, he was excited by the prospects discovering before him. And finally, he was called. And they told him the following: "You have done the work so fast and automated that we no longer need you and we have no new position for you. So, despite receiving wonderful recommendations, the poor was reduced.
For the fact that you are not Indian
A unique case: a person was fired for the fact that he was not an Indian. He got a job in a casino in Washington, revenge the slot machines, office computers and was pleased with both the character's character itself and the salary ($ 17 per hour). One day he was called to the office and said he was fired. On the question of the reasons for such a decision, the answer was followed that he did not put the paper into the printer and did not put the program for one of the computers, which, according to his statement, was not in his working responsibilities. Two weeks later, the buddy, with whom he worked together, told the victim that he was replaced by the Indian from the local tribe, which was paid $ 8, deducting, however, part of the casino income in favor of the tribe.
For not gay
One employee of the marketing department in the bank was dismissed by the Boss Gay for being a man with a normal sexual orientation. His boss, as well as all the colleagues, were gays, which until time was not disturbed by the marketer at all. However, by chance, the boss found that his subordinate (which worked in the department for more than a year!) There is a friend - they encountered him in a restaurant. The next day, the leader called and said that the employee does not fit the company. It still dismissed still does not understand whether he should be upset about the fact that he became the object of real discrimination, or you need to think about why the boss took him for Gaia.
For laughter from the soul
Once the employee was fired for a cheerful temper. He worked at the Ministry of Defense in Washington and was engaged in the repair of housing for officers. He had to accompany the four-star general before his apartment. Just at this time, the clinical company cleaned the floors. The Army Chin neglect the warning that the floor was wet, and after the first step made a dizzyingulbit. After the general was raised, the employee looked at the carpet cleaner, whose face literally ruined from laughter, and also could not resist. After 2 weeks, he was fired, but, looking back, he was not despair - it was worth it.
For dear lunch
Another loser was dismissed for the fact that the owner of his company bought Dear Lunch. They together did a presentation on a golf course near Pebble Beach. When the Time of Lunch was right, the subordinate suggested to intercept on the Hamburger on the golf course, motivating this by the fact that in Pebble Beach food will cost more. But the boss was adamant and preferred the wonderful lunch with wine, and in two weeks he called his employee and said that investors cut funding and the company dismisses everyone except the most important personnel. What a dismissed worker asked him only two questions: "Is there a significant fact that I am the only sewese in the company?" And "Is there any investors began to reduce funding that you paid $ 75 for Lunch, a pitiful idiot?"
For radio
But a very short story that has begun in one sentence, about how one lady got out to work in a hairdresser. She worked there for 2 months until he switched the radio to another program, for which it was dismissed as a result, since the music probably did not like the boss.
For weight loss
Another employee had to hear the words "you are fired" for losing. The boss hated him for resetting the weight from 189 pounds to 135, after which his colleagues began to notice. At the same time, as he began to follow himself, he had problems with the boss. The hero was engaged in having changed the price tags for alcohol, and it seemed that the more he was hoarse, the faster he was required to do his job. In the end, he lost so much that he did not get the work at all.
For Condor, or Bivis and Bathead on the poultry farm
This story is worthy of adaptation in the form of one of the series of the "Bivis and Bathead" cartoon series. Two young men worked on the poultry farm. The work was simple: it was necessary to lay the processed chickens on the terminal for packaging. One day, they came out to have lunch into the street and found a dead grid on the road. Returning, buddies, thus thinking, decided to make buyers of exotic delicacy and sent a grid on the packaging. Is it worth saying that the career of the guys as packers was short-lived. Guards forced to disinfect the work room and fired.
For impatience, or dismissal under the coolness
Memories of the next participant our gallery is full of fear and misunderstanding. At the age of 16, she worked as a satellite donuts. Time was already nearing for midnight, and her secreter, the owner of the store, and was not visible. She informed him that he had reworked the laid time, but he demanded that she remains. The girl did not decide to break the requirements of the boss. Great was her surprise when the boss came with a crop and said: "You are fired! I need a more responsible employee. "
For love for contemplation
Our penultimate hero worked as a security guard in the court building. Once two girls approached him and his partner and started a conversation. The conversation was not delivered, and the girls had to leave. Leaving unwriting guards, one of them lay down on the conveyor belt, according to which things move through an x-ray. The partner of the hero turned on the conveyor and enlightened the girl with rays. The whole scene was removed on the observation chamber and, of course, did not pass by the attention of the supervisor. The colleague was fired for the playful handles, and the narrator himself - for not prevented by the unauthorized action of a comrade, carried away by the contemplation of the girl.
For school insults
And finally, a sad story with a happy end. The acting person of this story went the fifth bowl, and he mined money for food, working as a servant in the restaurant. At this place, he had to work under the beginning of his daughter classmate, who burned him. The girl went in the footsteps of her father. Once she shouted on a school friend of the Father for the fact that the restaurant was filled with too slow work. The servant so smoked, which dropped a plate. Seeing this, she said "you are fired" in front of the entire restaurant. The narrator rightly believes that this case has a positive impact on his life, forever deleting the family of tyrants from her.
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It happens that people have a stable, reliable job, and still decide to leave - who for the sake of the new place, who for the sake of independent career. Sometimes even the increase in salary and other attempts to stop them do not have effect. What considerations in reality are moving by these people? Undoubtedly, partly the reason is hidden in the death of old forms of the public contract: when companies cease to comply with him, people disappear to the desire to adhere to their obligations. According to Chiulla, abbreviations conducted in the 1990s, forced us to wake up. Public contract - you work well and save your place - I lost strength at least for a while. The jobs were eliminated, many lives were destroyed, but we learned one idea with all the clarity: the lack of guarantees of employment became the norm, even during periods of low unemployment. Many workers and employees rethought their attitude towards employers, because employers stopped paying their needs to their needs. Additional victims, such as those missed due to overtime, the birthdays of family members have ceased to make sense; Perhaps they never had the point. As they say, no one spares on her deathly apparent that he spent too little time in the office16.

Or, as Pfeffer said from Stanford: the devotion of the company did not die itself. Companies have done everything to end with it. This is also not so much a moral question as the result of a hard economic calculation. The companies are more convenient to have greater flexibility in personnel decisions. Some companies managed to really reduce the costs, dismissing their employees, and then taking them figuratively, but already on a contract basis. The company is no longer obliged to provide benefits and should not guarantee, even in an implicit form that the employee will remain in the state when the contract work will be executed.

Nevertheless, professionals also see certain advantages in the new system. To a large extent, this is what we want. I do not often come across people dreaming about returning to the old sample situation "all life in the same company." Most of the opportunity do not linger for a long time at one job: it expands the possibilities, and moreover, mobility facilitates career growth. People are aware that the guarantees of employment can only provide their own abilities and labor efficiency.

New realities of steel, among other things, the consequence of the desire of employees to more complete control over what they do. Members of my interviews and focus groups regularly called it with their main priority. They are fed by the throat of the subtleties of office policies and bureaucracy reigning in corporations. Employees more minor firms suffer from stress and chaotic management. And those and others are tired of worrying, as if not to lose the place. Of course, no one can qualify for absolute control, and yet many choose this path to get at least some kind of control in those issues that are of paramount importance for them. This mood is perfectly transmitted by the following excerpt from the dialogue from the website of Fast Company17 magazine:

I could never understand the workaholics, ready to work 60 more hours a week, including on weekends, completely ignoring the fact that people should have a personal life ... how many of them remained with anything - without work and problems in the family - when their firms began to reduce ... I worked for one company, the director of whose director loved to appoint an ordinary meeting on Friday for six in the evening or on the day off - announcing it only in two hours of the day, when the whole family is already George luggage in the car, going to go to nature. Someone responded from vacation by the most trivial reasons that do not require immediate intervention. We had to lose our own weekend on business trips, only the company could save on the tickets.

To families and personal time, employees treated there without any respect. Many worked abroad and came to the United States for two or three weeks that they spent in hotels and at endless evening meetings. Why not? All the same, they did not have a normal life. Immediately after the birth of the daughter, I decided that I would like to dinner at home not only on weekends. I preferred to be a father, not a wallet. A real person is important for the child, and not just those things that my salary can provide.

I started working independently, which allowed me not only to satisfy my financial needs, but also to decide the most, where to put the point and from what work to refuse. I should no longer "maximize" or deal with investors. I can not worry that some young urban workaholic from the neighboring cabin, who does not have to get home for an hour, considers me a slacker, if I leave the office of five or six, or shudder from phone calls on Friday night and on Saturday in the morning. It's just a job ... she allows you to pay bills ... Of course, money does not flow to me by the river - and I lived enough to remember the 1980s and 1990s and to know that my situation can deteriorate significantly before correcting next year. I just should not retreat.

In the course of its research, I often meet people who argue that they made them forced their causes like those that can be found in the comics about Dilbert. These do not apply to the size of a salary or share in stocks. It's all about management - inconsistent, incompetent or capricious. Most of all complain about the inability or reluctance of managers to understand and evaluate the actions of employees. Alternatively, the radical change of the course, forcing the workers to feel that all their efforts disappeared for nothing. From such focus sometimes even the most devoted employees run from the ship. I hear this kind of complaint not only from confused Cool from tiny high-tech firms, but also from those who have stable corporate work with high earnings, as well as from employees of state organizations and non-commercial organizations, as well as people who themselves occupy administrative posts. One of them sent me an email by reading my column in the Information Week magazine:

"So again I have to mess around with another disaster in the firm, where I work as a bioenzier ... Management here is just a nightmare (of course you have already heard this more than once). Most of all amazes me the fact that valuable specialists who have worked here for many years leave the company in terrible quantities, but the owners seem to have decided to ignore it. As a team leader, I learned a lot about how it follows (and how it should not be treated with employees. Unfortunately, to protect your colleagues from the pivendness, I can only until a certain limit ... I received several offers from private companies ... Code on the doors again change, and everyone will be interested in who fled this time, when I replenished the ranks Those who "went in the annoyance" "18.

Hideon Kunda, Stephen Barley and James Ivan, leading authorities in the field of ethnography of work, conducted a detailed study of those cases when people leave solid companies and start working independently. Their work called "What makes people work under the contract?" based on depth interviews with 52 engineers and specialists information technologies. The purpose of the study was to verify a number of hypotheses regarding changes in the peculiarities of modern employment. On the one hand, the authors wanted to find out how believable approval, ascending to theories of "contract workers". Their essence reflects the idea of \u200b\u200b"companies as a habitant", according to which people are taken for work on a contractual basis only after they were fired from large corporations. On the other hand, the analysis was subject to opposite views associated with the concept of free agents. According to them, supporters of this concept "will promote the post-industrial concept of economic individualism, according to which free experts receive independence and claim part of the surplus value before fully leaving companies-employers." Their conclusions coincide with mine.

The idea of \u200b\u200bthe "tescriber company" Kunda, Barley and Ivan declare completely erroneous. The reasons that caused the refusal to work on hiring had little in common with the disadvantages of a dismissed employee. People sought to control their own lives, time and selection of activities. Their solutions in many aspects brought them liberation - in particular, from constant fearto lose a job. The authors of the study allocate three main claims that prompted employees of companies to quit. Many are bored with office orders. "You must listen to a lot of different opinions," notes one of the engineers who participated in the study - to waste time at senseless meetings, trying to no longer offend anyone and play all. Strictly speaking, everything is nothing to do with work, it is unproductive, but often Creates a very tense atmosphere. " Others leave for Dilbert's syndrome - the confidence that all the superior is not competent enough to not be worse. "A couple of years I worked at a shipbuilding factory, where it did not move from the dead point," says one more engineer. "I generally complained to the chief economist, and there was invited a couple of how to say, cranks. We caught one of the financial administrators. which borrowed materials for his apartment in Florida. " At the same time, someone forces the sense of injustice to quit. Qualified creative specialists are unpleasant to find that personal merits in their company are not in the go or that the results of their efforts found improper use. "I worked on the project not for the purpose of the project itself, but for the sake of the goals of the bosses," explains one of the respondents.

In addition, although the decision does not work on hiring does not guarantee one hundred percent freedom, at least it allows independent employee Personally identify goals and rules of the game. As one software specialist was expressed: "I do not work for free."

As famous aphorism reads, people do not leave work, they leave the boss. We so often heard this phrase that when they began to track the reasons for which employees leave Facebook were confident: the case in managers. But the results of the study of the involvement of involvement showed something completely different: when we wanted to keep people, and they still went out, it was not because of the manager ... at least, not in the sense, in what we used to think.

Of course, people are more prone to get away from the company when they have a terrible boss. But for many years we have worked on Facebook to choose and develop excellent managers, and most of our research participants reported that they are satisfied with their superiors. The decision to quit the work was associated with the work itself. People went, because the work did not bring them joy because they were not used strengths and because employees could not move career stairs.

In Facebook, people do not leave the boss - they leave work. But who is responsible for what is this job? Managers.

If you want to save workers - especially your "stars" - it's time to pay more attention to how you organize their work. Most companies create jobs, and then fill these "cells" people. Our best managers sometimes make something opposite: when they find talented people, then ready to come up workplace under a concrete person.

Together with our teamHr. "Analytics We have processed the research data to predict who from the workers will remain in the next six months and who will leave, and in the process they learned something interesting about those who eventually remained. The remaining 31% were more likely to have a pleasure, 33% more often used their personal strengths and expressed 37% more confidence that the skills and experience needed for career were obtained. This information identifies three basic ways by which managers can adapt the working experience directly under their subordinates: to give them the opportunity to perform the work that brings pleasure to help them use the strengths and pave such a path of career growth, which takes into account personal priorities.

Creating jobs that bring pleasure

Many of us have unrealized aspirations in the work - those hobbies that we did not succeed in the career. Maybe we did not have enough talent, there was no possibility or finance to turn these hobbies into a way to make life. But even if it turned out that we have another career, these aspirations do not disappear anywhere. They stay with us as a kind of old love, but only in professional life. Because at work we spend most of the time, we do not always have the opportunity to turn our unrealized aspirations into the hobby in the watch, which we often do not have enough. For this reason, we are looking for ways to make these hobbies part of our work. The authors of the article are personally familiar with the lawyer who failed to fulfill the dream to become a pilot, so he sought to work with cases that were associated with aviation. We also know the teacher who refused the musical career, but brings to his class guitar. But within companies, people in order to create work for themselves, often need help.

Managers can play key role In creating such jobs that motivate and filled with meaning. The best of managers make everything that can help people do the work that they like (even if it means that such employees need to be translated from that workplace on which they perfectly cope with the duties). A few years ago Cynthia, one of the directorsFacebook. , led a large group of business partners in the fieldHr. . She realized that he spends time not on the fact that she brings more pleasure to her - solving problems with customers. Being an adviser to several key leadersFacebook. She took over more responsibilities and led a major team. But, taking this post, Cynthia realized that she was working less than that work, which gives it energy.

Thanks to the support of his manager, Cynthia took a new employee with the long-term goal to transfer it to her team leadership. After that, Cynthia itself could return to individual work. She hired not just a direct subordinate, but his future boss. When a new specialist is completely relieved, and it became clear that she likes the organizational and managerial aspects of the work, they with Sintia changed places. Now Cynthia succeeds, dealing with solving problems with clients, which she loves so much, and the recently hired employee leads the team. Cynthia manager was much more important to keep it inFacebook. than in a specific post.

Too often, managers are not well aware of what work like people. All this is detected on interviews when careing with work. Such interviews - standard practice in each departmentHr. They help to find out why gifted employees are dismissed and what could convince them to stay in the company. But why wait for the moment when employees have almost gone? One of the authors of the article, Adam, works with companies in different areas Over the planning of interviews when acceptance of work. During the first week, after the start of work, the managers communicate with new employees, learn about favorite projects that were performed, asked what moments these people felt the most energetic at work and noticed that they were completely captured by the workflow and are immersed in it. Also on such interviews you can find out what hobbies have employees outside work. Taking this information, managers from the very beginning can create interesting jobs.

Insufficiently used strengths

In the world where specialization rules, we have long passed the era of the Renaissance. Such people are extremely rare. Maria Curie received the Nobel Prize for advanced achievements in physics, and then received another in the field of chemistry. Richard Feynman made a coup in electrodynamics, deciphered the Ieroglyphs of the Mayan civilization, and in his spare time he was engaged in hacking safes. Although only units achieve such success in different areas, Many talented people are in many ways. We have B.Facebook.

the diversity director used to be a lawyer, a journalist and a leading talk show; One of the managers on communications sang in the rock group, and one of the product managers is a former teacher. Unfortunately, the company, creating a narrow frame official dutiesPush out own opportunity Use the full range of employees skills.

Smart managers create opportunities to ensure that people use their strengths. To show how such a scenario can turn around, we give an example of chase, which has not worked as a software engineer inInstagram. . About six months ago, his team conducted a quick iteration of the product to launch new tools and formats, and Chase helped bring the team to exceptional results. But at the end of the project, it was exhausted by large-scale writing code and multifunctional work - and began to wonder if it was possible to contribute to the general case in other ways. After a conversation with his manager Lou, he realized that despite the extensive technical experience in fact, it exhibits truly excellent abilities in creating prototypes to quickly confirm concepts and subsequent iteration. But W.Instagram. There was not a single post, which would include such a set of skills, and Chase had no work experience in traditional design.

Lu convinced the design team to risk and give Chase the opportunity to try on a new role during the "Khakamesian" (hackamonth. - The word formed by analogy with Khakaton - approx. ed.) During this period, Chase combined efforts with Ryan, a leading product development specialist, and together they quickly created several innovative prototypes. The success of Chase not only brought him absolutely new position With the adequate use of its strengths, but also created the conditions for organizing a more extensive team of employees with similar skills and interests. As Lu said: "For chase, go to this position was easier for the lung, and it benefitedInstagram. . Not enough momentum to launch this process. "

Creating new posts is not the only way to give people the opportunity to use their advantages. In a world where everyone is in constant contact, work to a great extent depends on the search for knowledge and exchange them. If you believe some counts, employees mental labor Conduct more than 25% of the time in search of information. The task of managers is to help them find out where to contact. If managers know who and what is known, they can connect those who need it, or, even better, create a database of experts with the possibility of searching. Their goal is to show the strengths of the workers to other people know with whom you can contact.

Ability to succeed at work and home

Too often there are situations when, opening the door in the career, we are thereby closing a similar door to personal life. A special project that does not give the opportunity to go on a date with our satellites of life. A great increase in work, because of which we cannot carry out a weekend with children. New post at the other end of the country, which gives us from the family.

In Facebook. Our best managers work with employees to minimize such costs, and create career capabilities that are combined with personal priorities. Here is an example.Sean, a leading specialist in working with agencies, after maternity leave Returned to an international post, where time zones prevented the fulfillment of her parental duties. With the help of his manager, Sean created a plan of working trips, taking into account priorities. When it was a matter of all important, but not vital issues, she worked with regional colleagues, appointing meetings. Also, the manager introduced Sean with a mentor on international working duties, who helped her cope with this transition. "Such solid support gave me confidence, allowed the whole and completely back to work and at the same time be near the daughter," says Sean. Managers giving their subordinates such support, notice that Employees not only successfully fulfill their duties, but also remain in the company longer, because they are proud of the place in which they work.

People go home from work, and the task of managers is to create such jobs that do not want to leave. Excellent executives install armor: they protect their employees from toxicity. And more bosses give significant working tasks and the ability to learn. Performing tasks, subordinates charge from such heads of energy, work at the limit of possibilities and grow professionally, without losing anything in personal life. If your manager is not indifferent to your happiness and success, career and life, you get excellent work, and it is difficult for you to imagine yourself anywhere else.

About the authors. Lori Gowler - Head of the personnel department in Facebook. Janell Gale - Head of the Department of Work with Facebook Business Partners. Brinn Harrington - Head of the Department for the Development of Personnel in Facebook. Adam Grant. - Professor in the Wharton Business School and the author of books.

Experienced personnelists say: "workers are thousands, and the reasons for dismissal have everyone." Indeed, it is not easy to go with the "based" place, but life circumstances sometimes leave no choice. Want to know why people are fired and how to smooth out the unpleasant nuances of this process? Then read on.

Causes for dismissal

Modest wages

One of the most common causes of workers' care is a small wage. Different studies have shown that many workers are not satisfied with the level of their income. Discontent is justified, because in many enterprises wages Either reduce or freeze indefinitely. Is it worth working for a penny? Many are transferred to a shorter working day that does not add optimism. The personal income of citizens is reduced, while prices for various human needs are growing.
Many are in no hurry to find a similar job, considering it slavery. For them, the exit is to account in the center of employment and random part-time. Money can and less, but free time is more.

Lack of career ladder

About 40% of people who were dismissed from work, consider the lack of career growth is the main cause of cardinal change for them. This opinion is adhered to young people who seek to achieve something in life. They do not take into account that high positions provide for greater responsibility, and, it means constant tension.

Indifference leadership

Among the good reasons for leaving work, it is worth noting the lack of incentives and praise by the leadership. Employees need approval and praise of leadership, even if not supported by material support.
Understanding that a person is appreciated at work and the value of them, keeps many in positions with rather modest salaries. More and more managers in the open demonstrate their disinterest in a particular employee, believing that the holy place is not empty.

Daily boredom and routine

Monotonous work leads to the fact that a person loses interest to it. Everyone seeks to work on something exciting and informative, then work turns into pleasure. Some leave a space based for this reason. You can try to find good moments in such work, but you do not need to work in force, there will be no benefit from such a relationship.

Prizes and social packs

Rather, their absence provokes people to change the place of work. Everyone wants to receive not only salary, but also material incentives. If you ignore the desires of workers, their productivity will soon come to no.
Each employee of the enterprise wants to feel socially protected if the boss does not show the minimum concern about his subordinates, makes you think, and is it worth working for such a person?

Nervous atmosphere

Permanent avrala at work make their job, do you need to worry about such work? Many come to the conclusion that there is no, and go to search for a quiet place, because health is most important.
The psychological situation in many enterprises leaves much to be desired, but people learned to endure and cope with their own difficulties. Well, if the tense situations are from the case of the case. Bad, if this is repeated with enviable regularity.

Frequent conflict situations

Many leave spaced places due to interpersonal conflicts. The tension that hovers at work does not contribute to the productive atmosphere and leads to undesirable consequences.
Quarrels, squabbles and discords undermine the working spirit and poison the life of everyone who is forced to work in such a tense atmosphere. The conflict at work is impossible to win or lose, so it is better to stay away from various overhang and complaints.

Long road to work

If a person works for 8 hours a day and spends on the road home for several hours, then his free time is practically not left. Not only he suffers from this, but also a family that needs his attention.
Balance is important between work and personal life. No important aspect in life should be disadvantaged. In addition to dismissal by own willingThere are other points that provoke an employer for such a step.

Serious grounds

The employer may present the employee a good reasons for dismissal:

• walking work,
• does not meet the requirements for personal and business qualities,
• squeeze alcohol during working hours
• violates the established rules,
• wars.

In addition to the above mentioned moments, it is worth noting, the leader's leadership.

It is impossible to fire if the employee is temporarily disabled, because of pregnancy, illness or stays on maternity leave.

Unlawful dismissal

It is necessary to figure out which types of dismissal are illegal. About 50% of workers face a similar violation. Often the worker claims that he wrote a statement on his own will, being under pressure. In this case, it is difficult to prove the opposite, and everyone remains at its own.

A person can file a complaint to protect his rights in labor inspection At work. Such complaints are considered within a month. You can contact the prosecutor's office or to court at the location of the organization.

It also happens

No one is insured against sudden shocks of fate, the dismissal of a kind of shock for a person who worked not to give up hands.

It happens even the most responsible and competent workers dismiss to take relatives, friends, and so on. It is possible to avoid this, prove yourself so well that the chief even thoughts have had about a possible replacement of such a valuable employee.

Power is changing

For example, big changes are coming, a new leader came to replace the old leader, and with employees with which they had a trust relationship. What to do?
Be dumbblers, talk to the new leader, show your skills and demonstrate professionalism. Not inactive and maybe you will be able to save the place.

There are situations when professionalism plays against you. Strange if a person is fired with extensive experience and high professionalism, while there are less experienced specialists in the company. The reason lies in the fact that the boss confuses your work experience available. It is difficult to work with such a supervisor, even if you prove the illegality of his actions. Take this lesson as a given, and wrap in favor by starting a new page of your life.

Warning from bosses

A good leader, before dismissing a person, will give him one chance of correction. He must talk to the employee about the problem and the possible dismissal if he won't be true. An employee can be provided probationFor which, he should manifest itself in the best possible way.

Do not tolerate and nervous if the work does not suit you. Look for work and easily say goodbye to the previous place. Work on other people provides negative moments, they need to be prepared. There are other options, for example, creating a business, passive income Or work on yourself.
Do not allow employers to humiliate, offend you, no money cost constant nerves and irritation causing a working environment. You can replenish the budget in different ways, look for suitable, which will bring moral satisfaction.

Treat with respect to a person who works for the benefit of your business. Each person has its psychological and material needs, do not have to relate to people as cheap working power. Examine all the reasons for dismissal from work and try not to admit it at your enterprise.

Little in which business permanent frame frames can be a positive phenomenon. For most employers, employee care is a stressful situation that negatively affects the entire workflow and, accordingly, profit. Moreover, in some cases, the care of a key employee can paralyze the work of the enterprise. And the requirement may also complicate the loss regarding the long-term preparation of a new employee to the existing process. Consider the most common reasons for which employees go.

The reason for dismissal №12 - the discrepancy of the principles

Not so often, people are now because of ideological and principal disagreements with the employer. But sometimes there are situations in which dismissal for these reasons is possible. For example, when a company in which a convinced vegan worked, begins to build a farm with a cattle farm as a side project. Or, when expressing supporting support for certain politicians who can cause antipathy from an employee.

Such situations make up only a small share of the total number of independent dismissal of employees, but for many employers they are the most unpredictable. Nevertheless, serious damage to business, such dismissal can usually apply only with a small number of employees. And in small enterprises, the employer always has the opportunity to warn such events or at least be aware of the interests and principles of their employees.

In general, to influence such a situation, the head of the department, personnel specialists or the employer itself can practically cannot. And such an influence, if it is possible, is unlikely to be justified - it makes no sense to sacrifice the interests of the business for the interests of one separate employee. However, in the event that the company's policy and its actions cause mass discontent of employees, and such dismissal becomes not a single practice - it should be seriously thinking over the selected development vectors.

Cause of dismissal №11 - a long distance

In general, it is precisely because of the long distance from the house to work, the staff of the staff are infrequently. After all, when you arrive at work, they know what they have to come together. Another thing - when the distance to work has arisen after the start of labor relations. For example, after moving the office or vice versa, the change of the place of residence of the employee. Understorrive time spent on the office travel, increasing the cost of travel in intercity and urban transport - all these factors negatively affect the employee and may even push it to dismissal.

At the same time, the employer has the opportunity and affect this situation. In the event that the employee is very valuable for the enterprise, however, it has difficulties with travel to work, it is possible to offer him various compensation options. For example, a partial payment for the cost of transport or the narrowing of the actual requirements for staying in the workplace, if any. That is, a valuable employee can be released from work earlier, and wait for it later. However, this practice should be used individually, as it can negatively affect the rest of the team, which will be dissatisfied with such excessive crossways.

In general, it should always be borne in mind that when such a situation arises due to the fault of the employer, for example - when moving an enterprise, it is best to identify a number of sending for all employees in advance and discuss options for additional benefits or other assistance with the workers themselves. In the event that an increase in the time of traveling to work and from it influenced third-party factors - a change in public transport routes, closing of tracks and roads to repairs - you should search for compromises with workers who affected such a change. If the problem is to move one of the employees - any measures to improve his condition should be taken only in case of complete confidence that they will not affect the situation in the team.

Cause of dismissal number 10 - Personal factors

In most cases, people are fired precisely because of dissatisfaction with those or other aspects of labor relations. However, this concerns not all situations - in some cases, the employer and its enterprise are absolutely not connected with the dismissal of the employee. The reason for dismissal can be wounded in absolutely third-party, personal factors affecting the life of the employee.

These situations include various family changes. Or vice versa - the wedding, the birth of a child, moving the family - a list of such situations that can lead in the end to the dismissal, extremely wide. And the employer should not blame himself or search for mistakes in his own personnel policy, if the employee is dismissed precisely in connection with the circumstances in his personal life. To the same situations include and emerging health care workers who are not related to professional activities. But in this case, still supporting the employer and assistance can be of great importance to the dismissal.

At the same time, recommendations that could definitely retain an employee in the workplace in this case cannot be given. Of course, the employer may carefully discuss this issue with the employee and offer any compromise decision, but not always such a compromise may be possible. Discussions for personal reasons happen not so often, therefore, in the first place, they should be treated as a givenness - still human life is unstable, and not every person in her work is in the first place.

Cause of dismissal №9 - Critical situation in the company

In the times of economic crises, many employees are looking for new opportunities and prospects, others - seek to get as much as possible immediately, without waiting for heavy days. The same, only in much more, concerns the crises not in the general market, but on the scale of a separate enterprise. Heavy situation or only the apparent crisis, can force workers to quit in advance, without waiting for the bankruptcy of the business, after which they will only know what they worked for free for several weeks or months without the possibility of getting their earnings.

In the case when the crisis situation in the business is present, it is a very important part of the anti-crisis measures to be precisely events dedicated to ordinary employees and key specialists of this business. Heavy moments in the business can become both the power that destroys the team and the efficiency of labor and the opposite is a situation in which employees can solve and on their shoulders literally pull out a business from heavy times.

Therefore, it is important for the employer as much as possible and openly report to workers about crisis in business, however, without excessive thickening of the paints. Wearing rumors and panic prevention, along with the provision of truthful, albeit not the most irrelevant information, are able to make much more than banal mailing of existing problems and risks.

Cause of dismissal №8 - Low motivation of employees

The lack of motivation for work can cause dismissal only in the most running cases. However, insufficient motivation in itself is an extremely serious problem, and dismissal for this reason are a serious marker of structural deficiencies. personal Policy Enterprises. First of all, the main tool for motivation of workers should be award.

Active labor legislation Allows you to use a wide variety of employee bonuses. However, many employers are still suitable for the issue of appointment and premium payments only formally - simply by writing them with workers as an additional 13th wage or issuing regularly. Such bonuses almost completely destroys the motivational essence of this procedure itself.

At the same time, promising bonuse systems should focus on specific key performance indicators of each individual employee. In this case, when the employee will have clearly set goals and awareness that their achievement will be rewarded from the employer - he is unlikely to leave for the lack of motivation. Moreover, a high-quality motivational system can even be outweigh in the employee's value system and many other factors capable of pushing it to dismissal.

The reason for dismissal №7 is the absence or failure of social guarantees

Although the Russian Federation It is a state with strong social policies and a large amount of obligations of any employer in front of its employees, not always simple compliance with regulations. Labor Code In the minimum volume can be enough for workers. Considering modern tendenciesWhere many enterprises seek to conquer the loyalty of workers with social guarantees, their small volume can be a serious reason for subsequent dismissal.

First of all, it should be noted if there are dismissal for such reasons, it is the main marker of the need to change the social policy of the business. In particular, the current legislation largely allows employers to provide additional support to their employees without excessive costs and bureaucratic obstacles.

Social guarantees can be expressed in various versions of actions that can be attributed to:

• Direct material support for workers in heavy life situations.
• Ensuring concomitant leisure, recreation and entertainment for both employees themselves and their families, including with the provision of vouchers.
• The possibility of treatment in specialized medical institutions or additional medical insurance.
• Ensuring the free passage of professional courses.

Quite effective option Holding employees with social guarantees can be the obligation to pay perpetual or similar contributions to employees worked out certain period time. In this case, the very fact of availability additional security In the future, it can force workers to ignore other negative factors and distract them from thoughts on the dismissal or change of the workplace.

Cause of dismissal №6 - inadequate evaluation of employee efforts

Often, an inadequate assessment by the employer and leadership of the efforts of workers leads to subsequent dismissal. If there are situations at the enterprise when someone from employees may not work at all, and someone has to work for the whole department, it is very likely that an employee who worked for the entire department who does not receive any return on such activities simply, in the end, Deciding to change the place of work.

It should be distinguished incorrect assessment of the efforts of employees from the lack of motivation. In this situation, the employee is dismissed precisely due to the fact that it is not estimated or incorrectly regarded precisely the stable daily execution of direct work responsibilities, and not an additional initiative or other features of the motivational system. Most often do not pay due attention to the working conditions and the distribution of workers' responsibilities between employees authoritarian leaders.

If the head of the department is only interested in the execution of general indicators of the department, and does not pay attention to the specific participation in the implementation of such indicators of individual employees, then in the end the most effective workers unambiguously think about finding a different job. You can avoid such dismissal by high-quality daily labor assessment and proper distribution labor duties. In addition, that the employee does not feel undervalued and did not work for the whole department independently, it is not at all necessary to directly encourage its activities - similar to the satisfaction of his sense of justice, as well as sufficient motivation of inefficient workers can be achieved by applying certain sanctions to noble employees.

Cause of dismissal №5 - high level of stress

Many types of working activities can be conjugate with increased stress. Working with people, fulfilling responsible actions, activities in or conditions - all this has an additional impact on the employee. Excessive level of stress and nervous tension During work, it may cause both chronic fatigue and even depression, psychological problems and the subsequent dismissal of the employee.

At the same time, it should be understood that not always the regulations of the Labor Code adequately evaluate the load on the workers. In one enterprise, a mandatory break with permanent superloads to employees will not be able to ensure proper rest. In the other enterprises, the competent distribution of the load will effectively use in the working goals and the recreation time of personnel - for example, it is commonly practiced in foreign IT companies, which regard the time of collective recreation staff as a great development option necessary programmers and other skills and cooperation workers between the departments on a purely voluntary basis.

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To avoid dismissal of employees due to excessive stress, you should first of all pay attention to the work of personnel specialists and on the circumstantitative working conditions. In the case of too high load or simply increased stress generating factors, their impact at least should be compensated. However, not always even high wages and additional premiums can be sufficient for the worker to work unquestionably in too harsh conditions - therefore the load should never be excessive, regardless of the established level of payment of such a load.

The reason for dismissal №4 is bad relationship with the boss or team

The conflict team or the lack of trust, or simply a fair relationship with the bosses can often cause the dismissal of employees. Therefore, professional personnel professionals and employers pay great attention to the process of tymbliding - creating an effective team from workers and a preliminary selection of compatible with each other and with an infraced team of applicants for vacancies.

In the event that the conflict arises directly with the head or with the employer himself, it should be unambiguously revised the procedure for the relationship between such guidelines with an employee and take an objective decision without relying on subjective opinions. At the same time, from an objective point of view, it is to blame for problem relationships, both the employee himself and the employer or the head and the solution of such a problem will depend on the set of factors.

In general, problems in the team in large enterprises can be resolved by transferring an employee from one place to another. If the problem with the team is experiencing one employee, penalties and methods of impact on the team as a result can lead to a response and only to sharpen the existing conflict. However, if the trend towards constant conflicts with the team leads to the dismissal of a large number of employees, or to the permanent texture of personnel, when a well-established team does not accept new workers or literally poisoning them - one should not indulge in such behavior. At a certain point, even the full update of such a toxic and aggressive team can be justified.

Cause of dismissal №3 - boredom and monotony of the workflow

The monotony of the workflow and boredom in the workplace may seem an ordinary factor that is not able to influence the dismissal of the employee. However, it is not. Even with a sufficient level of wages, the presence of good prospects for career growth, social guarantees and other positive parties of labor relations, excessive routine in the workplace may eventually bring the employee to depression or even dismissing the employee. Similarly, boredom in the workplace, even if the absence of the tasks really necessary to fulfill the tasks, acts on the employee in a similar way.

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Fight boredom and routine follows various methods. So, if the workflow is distinguished by monotony and does not require too accurately qualified specific knowledgeEffective can be the constant rotation of workers between the departments. This rotation can be done both monthly and annually, or weekly or even several times for one working day. An excellent example of the interchangeability of workers can be fast food restaurants - few of their employees can complain about the monotony of the workflow. At the same time, such interchangeability of employees will definitely increase their qualifications and significantly reduce the damage to the enterprise in the loss of one of the workers, since all other employees can easily fulfill his duties without additional training.

Boredom is a sign of incorrect allocation of working time or working duties. Of course, some posts can directly provide for free time from employees. For example, when working the guard, repairman or system administrator, their free pastime is just a signaling device for their effective work. To save workers from boredom, you can use a different approach. If the presence of an employee in the workplace or in close proximity to it is not necessarily - you can cut the working day or release workers early. If they need to always be present in the workplace, as their work may be required at any time - they should provide them with at least minimal tools for leisure. Such can be banal access to the Internet, a special sports corner or a separate recreation area, availability board games or other entertainment, mini libraries.

The reason for dismissal №2 is the lack of perspectives

Some workers are dismissed only because of the lack of real prospects in their workplace. For a long time Works with the same salary and on the same position without visible progress will definitely make an employee think about finding a more promising place of labor. Even a small wage with the wide opportunities of career growth in the future may not be an interference in this case for the charters to remain at one level of workers.

It is logical that not every employee is really worthy effective increase In the post or advancement of the career ladder - vacant seats of the authorities in any case are not enough for everyone. However, it should be remembered that at any enterprise there is an opportunity to occupy employees of additional posts. So, an employee who does not demonstrate the head of the head, but in good faithful acting responsibilities can be raised by the salary and offer the role of an instructor for novice applicants, or simply provide additional earnings due to the issuance of the post of responsible for fire safety or other labor standards.

In some professions, there is also a certain career ceiling, above which the employee simply cannot climb. In this case, the employee is unlikely to dismiss on the reason, but it may begin to think about changing the specialty. If the employer appreciates such an employee in this capacity, it may be a good option to offer him a partnership with a different position providing for its own, separate career growth, if so is possible. Even the very fact, even if the minimum prospects for the future, when the "ceiling" is reached in a busy specialty, can easily persuade the employee.

Cause of dismissal №1 - Low salary

The main reason for most dismissal workers around the world is direct and banal dissatisfaction with wages. And fixes such dissatisfaction at the same time and difficult, and simply. Many employers prefer to simply close their eyes to the dismissal of workers due to low salary, and increase it after the fact of the care of a valuable specialist. Such behavior is associated with extremely common misconception and ineffective methods of management, not providing direct contact of the head and direct questions about salary satisfaction and possible needs.

In the post-Soviet space, many managers simply do not offer more walled workers, fearing what dismissal is simply "blackmail." But in the end, they become forced to raise salaries to subsequent employees, having experienced problems with the recruitment of new personnel or their non-professionalism. Therefore, it is better to prevent dismissal in advance and adequately assess the needs of workers and the market situation. If all enterprise competitors pay for similar work more - in a short time it can almost completely lose professional workers And even stronger to lose its position in the market.

In general, the key to the permanent job of employees at the enterprise and the minimum number of layoffs, no matter how tritely sounded, the direct and trust relationship of the employee and the employer. In fact, the employer should not occupy an authoritarian position in relation to employees and demonstrate its power - both sides of labor relations in a certain sense are entirely equal. Maintaining such an atmosphere of equality will allow employees to independently indicate their claims or simply demonstrate their needs to the employer without dismissal, which will improve the work of the whole business without superfluous stress both for the head and for workers.