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【Main Text】Recently, I have been receiving many calls asking about issues like employees lacking passion, systems not being implemented, inability to retain talent, managers being afraid to manage employees, and employees resigning as soon as management gets slightly strict. Solving these problems is the primary challenge for business owners and managers.

To solve these problems, we must find the root cause: what makes employees feel痛苦 at work and leads them to resign? When mentioning this, many people point to money—low pay or unfair distribution. But the issue is that no matter how much employees earn, they always feel it's not enough and complain about unfairness. Based on over a decade of work experience and consulting for more than ten companies, I have summarized twelve major reasons why employees cannot be happy at work. Check if these are also the root causes of pain in your company.

Reason 1: Employees are dissatisfied with their direct supervisor's management methods and style. Many employees often tell me, "The real reason I resigned is that I can't stand the leader's 'bad temper.'" Managers also feel wronged, thinking they do everything for the company's benefit and to help employees grow faster, so why don't employees understand? Can't managers say a few words when work is not done properly? Many managers say, "I'm not afraid of offending people at work." I ask them, "Can't you work without offending people?" Effective communication with employees requires skill and technique. For example, when employees fail to execute tasks, some managers criticize without any finesse, hurting employees' self-esteem and sometimes even causing resentment.

Reason 2: Unreasonable corporate management systems and processes. Many companies design systems only considering corporate interests, rarely considering employees' feelings and thoughts. Last time in Chaoyang, Liaoning, a business owner asked me: "Employees are often dissatisfied with the leave system, and some even lie when asking for leave." Upon inquiry, I found that their company only allows two days off per month, with no leave for weddings, funerals, etc. Sick leave deducts one day's pay, and personal leave deducts two days' pay. The approval authority for personal and sick leave lies with managers, which only leads employees to lie and flatter managers. Another issue: guests often return dishes due to quality problems. According to hotel rules, kitchen staff are penalized, which they accept, but fines easily cause emotional reactions. It turns out the hotel fines the entire dish price, which can be over a hundred yuan, making it unacceptable for employees. Therefore, unreasonable systems and processes greatly affect employee motivation. I suggest establishing a system review committee to re-examine our systems and ensure they are recognized and accepted by employees.

Reason 3: Employees feel their compensation is not proportional to their contributions—they do more but get less. This requires timely performance appraisals. For a growing company, employees may not care much, but for a well-established company, performance appraisals are crucial. Employees should feel that doing more or less, doing well or poorly, makes a difference.

Reason 4: Lack of confidence in the company's future. Many companies have good plans and prospects, but employees don't know about them. Good prospects should be shared with employees promptly so they feel there is a future in working for the company.

Reason 5: Dissatisfaction with the work environment and conditions. Many companies invest heavily in customer facilities during renovation but are reluctant to spend on employee facilities. Many employees today grew up in comfortable environments; employees can only work well if they eat well, sleep well, play well, and learn well. A spotless work environment and good rest facilities are also effective ways to retain talent. For example, employee dormitories close to the workplace for convenience, equipped with air conditioning, heating, internet, and washing machines. Meals can be buffet-style.

Reason 6: Employees don't like their work. This is also critical. Many employees take the job only out of necessity. At the slightest dissatisfaction, they leave the company, or even the industry. Many also believe the service industry is about serving others and lacks status.

Reason 7: Unreasonable workload. Long working hours, excessive workload, and frequent overtime lead to physical exhaustion. Many employees are unwilling to work overtime, especially without overtime pay or compensatory time off.

Reason 8: Frequent conflicts between work and personal life, leaving no time for personal interests.

Reason 9: Unclear job responsibilities.

Reason 10: Poor relationships with colleagues.

Reason 11: Lack of family support.

Reason 12: Inability to perform the job.

I tell all distributors who read this article to think carefully: offer wages 15% higher than the industry average, reduce staff by 5% while maintaining the same ratio, optimize team composition, and avoid overstaffing. This gives your human resources a competitive edge in the terminal market. Reasonably avoid your weaknesses and turn them into strengths.

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