Inner resignation

Internal termination is a term that describes the motivation of an employee who only does the bare minimum in their professional position and is no longer motivated.

The internal termination differs from the actual, legally effective termination of an employment contract in that it is not a legally relevant process. Instead, it is a psychologically justifiable personal behavior - which can cause considerable damage to the company and team spirit.

Causes of internal dismissal

Before the internal termination, everything is in order in the employment relationship between employer and employee: The employee provides his employer with the work specified in the employment contract and in most cases works with commitment in his job and with his team.

Certain triggers can cause internal dismissal:

  • Professional expectations are not met (no promotions, lack of recognition, lack of opportunities for advancement, poor salary)
  • authoritarian and hierarchical leadership style
  • Bullying by work colleagues
  • disproportionate interference in areas of competence of the employee
  • Controls by superiors that are perceived as unpleasant
  • lack of motivation in the transition to retirement

It is often difficult for the company to recognize an internal resignation because the processes are often creeping.

Features of an internal termination

  • hohe Absenteeism rate (aufgrund von Bagatell­erkrankungen)
  • sarcastic or negative statements about the professional situation
  • Passivity and little initiative
  • Disinterest in further professional development

measures

In particular in large companies that work in the service, service or trade sector, internal dismissal is a significant problem.

Customers experience unfriendly employees, non-committed behavior and speak of declining quality. However, due to a tight corset under labor law (e.g. protection against dismissal), the entrepreneur himself is forced to provide evidence of a behavior-related dismissal.

  • Paying a fair wage
  • Look for contacts and conversations with the employee
  • Appreciation of work performance (e.g. expressing praise)
  • Transfer of new areas of responsibility

Summary

  • a one-sided change in employee behavior
  • an act that causes considerable damage to companies and customers
  • a warning signal as to whether the company's mission and vision are being communicated correctly
  • recognizable by certain features
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