When I took a management class at my previous job, the four phases of employment were discussed. The first phase was the excited employee who is just starting, eager to please and confident that they are going to do a great job. They don't know what they don't know. The second phase is the worst, its the overwhelmed employee finding out what they know that they don't know. The third phase is the seasoned employee, able to perform their job, with proficiency and hopes of getting recognized. The last and final phase is the burnt out employee, false hopes demolished, performing the job but not caring as much. This is when the employee is most likely to seek other employment and when the employer prepares to welcome a fresh face to their company.

Employees reach their phase four at different times- some may take longer than others. However no employer wants to have a team full of burnt out, unmotivated employees. Therefore, instead of having to wait for a reason to terminate them, the employer may find it best to wait it out, after all attempts to motivate have failed. The unhappy employee will eventually leave, allowing space for someone else to energetically begin their employment at phase one.

It's easier to manage employees when they are newer and more eager to please. Once they know what they can get away with, they may start to take advantage of this knowledge. Absence rates may increase, lateness might be prevalent and the employee might only be giving about 75% to the company, only putting in the minimum time necessary. All companies want employees to enjoy and excel at what they do, and "cleaning house" so to speak takes time and effort.
If the employees take it upon themselves to recognize when it's time to leave, it saves much time and money for everyone.

Recently , at my work, I had a reduction in force. Four employees were terminated in one day. The range of emotion was one of grief and tears, to pure elation. The one that was elated was the typical phase 4 employee- burnt out and giving only minimum effort. I was at the time seeking opportunities to terminate her, but the reduction in force allowed me to regroup the better employees and make more efficient use of their time.

Employee turnover can be a positive occurrence if its looked upon in the right perspective. Fresh faces and fresh ideas might be just what the company needs, and in order to achieve that, change is necessary.

Learn more about this author, Elyse Williams.
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