What happens when our colleagues quit? Are we more or less likely to quit? Hustle
Remaining employees feel that the exit of subpar performers is desirable and might result in more fair distribution of work. It can also indicate that the replacement will add more value to the business unit or team. Overall, the exit of poor performers reduces other employee’s intent to quit and increases their intent to stay with the employer.The study also indicates that workplace leaders’ efforts and actions can reduce the impact of turnover contagion.
Open communication can help to inhibit the spread of false information, alleviating the remaining employees’ insecurities, and ultimately reduce quitting contagion. Leaders should take note of these study results with the end of the COVID-19 pandemic in view. Without support and timely communication from leaders, employees may begin to engage in a mass exodus as they make return-to-work decisions when COVID-19 restrictions ease. This can be destabilizing for companies that don’t want to lose strong performers who have the potential to help the organization recover and succeed in the post-pandemic world.
Often, we make assumptions about who people quit, based on our interpretation of their job performance. Additionally, the research shows that we are more likely to make such interpretations when we think our organizational leader fails to motivate, support or inspire us.
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