Do Your Innovation Practices Lead to Resignations?
Robyn Bolton shares an article that explores whether staff resignations help or hinder innovation within the company.
The Great Resignation is real. At the start of 2021, 40% of employees thought about quitting. Between April and September, more than 24MM turned those thoughts into action.
You don’t want your people to be in either of those stats. You value them and their experience, so you work hard to ensure that the most common causes of attrition — poor wages and benefits, toxic culture, worries about job insecurity, and feeling unappreciated — are not issues in your business.
And you don’t stop there. You offer opportunities for professional development, and you’re investing more than ever in innovation.
But if you believe new research published in the MIT Sloan Management Review, your investment in innovation is causing your people to quit.
Are resignations the price you pay to be innovative?
According to the study’s authors, “high levels of innovation” is the third-highest predictor of attrition behind only toxic work culture and job insecurity and reorganization.
“In the Culture 500 sample, we found that the more positively employees talked about innovation in their company, the more likely they were to quit.”
They go on to explain that “Staying at the bleeding edge of innovation typically requires employees to put in longer hours, work at a faster pace, and endure more stress than they would in a slower-moving company. The work may be exciting and satisfying but also difficult to sustain in the long term.
Key points include:
- Innovation practices
Employee management
Resignations
Read the full article, Are Your Innovation Efforts Causing People to Quit?, on Medium.com.
