We often hear about people deciding to leave their jobs. But did you know that sometimes it’s the bosses who start pulling away first? And they might do it so quietly you don’t even notice until it’s too late.
It’s not always about the employee’s decision
When we hear stories of people leaving their jobs, it’s often portrayed as a unilateral decision – an act of empowerment or a bid for a better opportunity elsewhere. Yet, this is just one side of the coin.
On the flip side, many employers are also slowly ‘letting go’ of their employees, even if there isn’t an official notification that the employee’s position has been eliminated or that the employee’s services are no longer required.
What are those signs?
When employers decide that an employee no longer aligns with the company’s vision, they might not always communicate this directly. Instead, they might:
- Reduced responsibilities: Perhaps you’ve begun to notice a diminishing workload. Those crucial projects, once entrusted to you, are now allocated elsewhere. Even coveted new initiatives don’t seem to have your name on them.
- Stagnant career path: If there’s a blurred vision of your future trajectory within the company, it’s cause for reflection. Feeling that there’s a ceiling to your growth or lacking opportunities to lead or innovate should be red flags.
- Diminished learning opportunities: An organisation’s investment in training is a reflection of its belief in the potential returns from its talent. If you’re not being asked to join training sessions or workshops anymore, it’s a hint. It’s like being left out of the school field trip. Plus, if they give you tools or apps to learn and you’re not using them, they’ll think you don’t want to learn new stuff.
Also Read: How to support startups to survive the ‘tech-winter’
- Avoidance by immediate superiors: When your immediate boss begins avoiding eye contact, shies away from direct communication, or starts routing messages through another colleague, it’s a subtle yet clear sign. Scenario: You start your day expecting the customary morning salutation. Instead, your manager seems constantly distracted, entrusting project discussions to junior managers who relay messages back to you.
- Feedback vacuum: A sudden drop in feedback – neither positive nor negative – can also be a signal. Employers invested in your growth will provide constructive feedback. Scenario: Previously, after wrapping up a project, there would be a debrief session discussing what went well and areas of improvement. These sessions have now stopped or have vanished altogether.
Things change, and that’s okay
Change is the lifeblood of business. As markets transform and technologies redefine landscapes, adaptability becomes crucial. The ideal employee is one who can seamlessly adapt, evolving as the context demands. Employers don’t just seek a readiness to change; they value the agility and nimbleness to do so.
At times, the disconnect emerges when an employee becomes rigid, resisting evolving corporate cultures or technological shifts. Here, the issue isn’t merely skill-based; it’s about fitting into the evolving immune system of the company.
What can you do about it?
Instead of waiting for glaring signs, it’s beneficial for employees to stay proactive. Regular self-reflection can help you align with your company’s evolving goals. Seeking feedback, upskilling, and demonstrating adaptability can bridge the potential gap.
In conclusion, the world of employment is a two-way street. Just as employees might seek greener pastures, employers continually seek dynamic talent capable of infusing fresh vitality into the corporate landscape. Being aware, adaptable, and proactive can ensure that you’re not just growing but thriving, no matter where you are.
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