The term “ghosting” rose in popularity amongst online daters and has been used to describe someone who ceases all communication or contact with another person whom they were dating.
Ghosting now applies in the workplace, when interviewees, new hires, or employees leave a position or interview without giving notice beforehand.
Although statistics are still lacking around workplace ghosting, it causes an obvious disruption and affects business productivity.
Why Do People Ghost an Employer?
The low unemployment rates are the reason behind ghosting, as reported by experts. With a booming job market, there are more job openings than there are job seekers. So, when a seemingly better opportunity appears, many wouldn’t hesitate for the next best gig.
At the same time, employees or interviewees would rather avoid uncomfortable conversations about leaving a position than having to face the employer. Thus, the ghosting occurs.
Why Is Ghosting a Bad Idea?
Though ghosting may be the easy way out, talking to employers about uncomfortable topics is the professional route. Overcoming awkward situations such as this can eventually build a person’s confidence and character.
Employers may not like the bad news, but respectable ones appreciate honesty and will receive the news gracefully. As a result, the person quitting may be seen in a better light and may even maintain a good referral instead of burning a bridge.
How Do We Prevent Ghosting?
Open and honest communication may keep ghosting at bay. Business consultants suggest maintaining meaningful relationships with employees during every stage of the hiring process, as reported by The Washington Post. When workers feel valued and heard, they are less likely to quit without notice. If workers feel insignificant to the company, they will more likely ghost when a better opportunity comes along.
Ghosting may be unavoidable. However, attentiveness to potential hires and current employees may lessen the possibility of an employer left hanging. A step employers can make with their employees is to set aside time (15 minutes is sufficient) to ‘check in’. Doing so can make employees feel heard and valued.