HR Management: Employees Who Suffer “Moral Injuries” at Work are Getting Sick and Heading Out
Summary
Employers searching for strategies, tactics, policies, procedures, and programs — basically, anything to keep from losing their top talent during the so-called Turnover Tsunami (also referred to as The Great Resignation) — do not necessarily need to invest in leading-edge technologies and systems, or dial-up salaries and perks. In other words, they are not necessarily going out of their way to foist their values and beliefs onto others, or stubbornly refuse to sacrifice their position for the greater good of their team or company. They are biologically hardwired to be wounded — not figuratively, but literally — when they firmly determine or strongly detect that an injustice is taking place, to themselves or to others, for which they are playing a part; either by doing something they shouldn’t, or by not doing something they should. A frequent way that managers and leaders unintentionally but invariably inflict moral injuries on employees is by telling or asking them to commit to something, but without giving them the resources they need — thereby setting them up to fail. And they need leaders who will help protect, honor, and strengthen their personal values and moral center, not put them into positions where they feel forced to compromise or abandon them.