Let’s face it, sometimes we panic. Sometimes, without even knowing it, we let the threat of a negative outcome hinder our ability to think rationally. For example, as the rumors begin to fly at work about an impending layoff, we start to question our worth to the organization. Jumping to the conclusion that we need a job (rational), not willing to sit around and wait for the inevitable, we decide to flee to the safety of a new job (prematurely irrational).
Similar irrational acts follow when we are faced with a difficult relationship with a colleague or a string of bad encounters with our boss. Each occurrence seems beyond our ability to manage, and we act irrationally by leaving the company. Our rational desire to have good relationships with colleagues and our supervisor cause us to act irrationally. The remedy to this impetuous behavior is to consider the situation before reacting. Generally, people and organizations are predictable, so it’s important to consider that predictability when making decisions.
Seldom is a situation with a colleague, boss, or organization so bad that it requires us to flee immediately, and those who do often find themselves in worse situations than the one they left. Rarely is a situation as bad as our mind perceives it to be, and over time, we start to see the circumstances in a less threatening light.
By understanding the actions and behaviors of those within the organization, we are able to see the situation for what it is – a rational set of events and circumstances that can often be predicted and managed.
Generally, rational decision-making occurs in response to certain workplace situations that lead employees to consider the threat of job loss, supervisor discord, or difficult colleagues:
Fear of losing your job during layoffs. Widespread reductions in force or layoffs are rare and generally a tactic of last resort. Leaders will avoid this drastic move to prevent the widespread panic that may cause excellent employees to seek new opportunities. Additionally, terminating large numbers of employees may destabilize shareholder or board member trust in the organization. However, there will be times when organizations have no other choice than to reduce the size of the organization. In these situations, many organizations provide additional support to displaced workers in the form of severance pay or assistance in finding another job.
Fear of having to leave your job because of a difficult supervisor. Leaders are people, and people have bad days. It’s important to keep this in mind if you’re considering leaving your job because you don’t get along with your boss. In these situations, you may only think that you need the boss and they don’t need you. In other words, employees don’t consider the value they bring to an organization and they fail to recognize that their supervisor may prefer constructive feedback over losing a good employee. By sharing your desire to have a good working relationship with your supervisor and carefully pointing out the problems, you give your boss a chance to improve the relationship. Simply put, give your leader a chance to remedy the situation before you decide to leave. Most organizations have a non-retribution policy or some other mechanism available for you to express your concerns in a safe setting. Those avenues were placed there for your benefit, so use them.
Fear of having to leave your job because of a difficult colleague. As in the case of leaders, your colleagues are people too, and they will have bad days. Give co-workers a chance to improve your working relationship and try to understand how their behavior might negatively affect others. When an employee shares how they feel to a coworker, the coworker may adjust their behavior and be more sensitive to the situation. However, some coworkers may not be swayed by this approach. In those rare cases, you may want to reach out to a supervisor or human resources representative. Most organizations have policies in place to protect you from the abuse, discrimination, or threats of coworkers. In many cases, the problem employee is likely a problem for others, and it’s probable that your leader will support you over your coworker, so give them a chance to demonstrate that support.
In short, don’t panic. Recognize the human tendency to think and act irrationally in pursuit of a rational desire or outcome. As you evaluate your situation, know that most leaders and colleagues behave in a predictable manner. If given the chance to improve a relationship, most people will put in the effort to fix the situation. When faced with difficult workplace situations, just remember to think rationally and let those rational assumptions and observations guide you through challenging times.