Citas a tener en cuenta para prevenir el turnover laboral:
For all male workers studied, working in an organization that does not support work/life balance has a significant, unfavorable impact on how these workers rate their pride in their organization, willingness to recommend it as a place to work and their overall job satisfaction. Additionally, those male employees who have unfavorable views of their company’s support for work/life balance state a much higher intention to leave the organization.
One retail business owner with high turnover blamed “today’s kids’ lack of loyalty” instead of looking for substantial root causes for his inability to maintain a reliable staff. Though it’s easy to attribute high employee turnover to a Generation Y characteristic, the real cause of the problem often lies with the employer and a lack of effort to encourage employee buy-in.
You may never have thought about it in these terms, but management usually makes decisions based on information that the frontline doesn’t have. So, feeling misunderstood and unheard, frontline employees retreat to an extremely unproductive “Us versus Them” stance in relation to management. Employees who feel detached from the organization’s decision-making process find it very easy just to show up for a paycheck, give minimal effort, and, finally, not show up at all.
Individuals most vulnerable to burnout are often those who are strongly motivated and involved in their work. For these individuals, work is an important source from which to derive meaning in life. If these individuals no longer find meaning through achieving their goals and expectations, burnout is a likely end result.
