Dear Job Doctor, what are the reasons behind people changing jobs in Luxembourg?

Due to the pandemic there are unfortunately some industry sectors that can no longer support their employees; a forced changed in employment circumstances. However, there are still 1000s of people changing roles every month in those sectors which are somewhat unaffected.

Having worked in the recruitment industry for 25 years and the last 15 years in Luxembourg, I can say with some authority that the most common motivators for changing roles have not changed much, it’s likely the order in which they are most common has.

The most common reasons for considering a change for those who have a choice are ‘relationship with manager’, ‘new challenge/opportunity’ ‘work/life balance’ ‘Company Culture/Values’ ‘better pay or conditions’, ‘job security’.

It’s important to note that ‘Environmental, Social, and Governance (ESG)’ is beginning to play a more dominant role within ‘Company Culture/Values’.

I will look at some of the reasons for change over the next few weeks.

Relationships

To begin with I will address ‘relationship with manager’.

This reminds me of the popular adage that people leave managers not companies.

Most surveys suggest that over 50% of employees leave because of their manager.

With many people in management roles promoted due to their technical skills and not necessarily their leadership competence or emotional intelligence it should be of no surprise that this is popular reason for leaving. Many also remain in these elevated positions for far too many years due to their political skills of managing upwards.

Ineffective leadership creates many dissatisfied employees, although poor leadership has no international boundaries. I’ve listed some of the most common comments that people have shared with me in Luxembourg:

  • Uncaring; they are never satisfied and never give a thank you for a job well done or long hours.
  • Not walking the talk; what they say does not translate into any demonstrable actions.
  • Self-importance; they tell you that you are important but do not make any effort with you.
  • Disrespect; they will schedule meetings without any regard to your schedule.
  • Take the credit; they will rarely take the blame and take the credit for your achievements.
  • Dishonesty; they do not keep promises and are conveniently forgetful.

There is an accepted awareness of this issue in Luxembourg among many organisations, and training and coaching initiatives are being adopted to develop effective management and leadership competencies.

However, a recent study by Personnel Psychology, concluded that it’s unlikely that toxic managers change.

There are some great employers with great managers in Luxembourg. Before deciding on changing employer, talk to the recruitment experts to get an informed overview of your sector and the options available to you.

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Darren Robinson is the Managing Partner at Anderson Wise, an independent local recruitment firm in Luxembourg. www.andersonwise.com