Many people who have been in the workplace for more than one or two jobs have probably, at some point, encountered the “If you don’t like it, go away” attitude. This is usually a comment made by someone in management, after hearing a complaint or a series of complaints from their staff. Some managers may use it in regards to the situation at hand, but for others it is a philosophy. As a philosophy, it has serious flaws. In fact, it just doesn’t work.
The phrase may seem like a quick answer, but quick answers are not what solve problems and streamline processes or operations. Quick comebacks don’t improve on anything more than maybe a stand-up comedy routine. Most employee complaints have merit. Dismissing them immediately without any consideration has a number of negative implications. Many of which will have serious repercussions on the company or business.
One of the most serious repercussions is low employee retention. Some managers might think that a disgruntled employee is better off leaving. In some cases, it may actually be a good thing. However, in many cases it is not. A high turnover rate is of no use to anyone in the company. Especially when you consider who can actually leave. Most of the time it is the best employees who leave and the worst ones stay. Obviously, that is not something a company should strive to achieve.
Think about it. The most talented and qualified individuals are likely to have more options than others. If your concerns are not addressed, they may be more inclined to pursue those other options. One of those other options may be to seek employment elsewhere. If they are brighter and more articulate than other employees, they will probably do better in an interview for another company. Therefore, they would be more likely to find employment elsewhere. Maybe even your competition!
An employee with more qualifications will be more likely to seek a higher paying job for another company, if wages are among the problems. If the best and most qualified employees are not compensated better than other employees, that’s just one less incentive to stay. If that concern is brought to management and management responds with “If you don’t like it, go away,” that could be the nudge they need to think about leaving.
Other topics in addition to monetary compensation can be: working conditions, safety, company policies, issues of fairness and respect. Any of those concerns could be an issue for consideration when considering trying to retain employees. Telling people to leave if they don’t like it is not addressing any particular problem of any kind. In fact, it will probably make things worse and create even more problems.
Now consider what you have left behind, after the better quality workers left. The workers left are the people with the fewest options. After all, if they had other options they would have left, as they don’t like things any more than people who have already left. It’s just that, for now, your skills and qualifications are limited. As a result, so are your options. However, many of these people are still angry. So the only thing that has changed now is that the better quality workers are gone. You still have disgruntled employees, but they are all the ones with the least potential.
Future advancement is another point to think about. Who is left to rise to higher positions? Only employees with little potential remain with your company. Therefore, you may be forced to promote someone to a position that you think may not be the best person for the position. It’s just that he’s the only person left that you would choose over the others. How does that best serve the company?
