Exactly the same characteristic is also demonstrated in key PAID staff of the same organizations and government agencies. When you see able, capable and dedicated paid staffers moving on to other agencies it is often the same precursor that management has serious shortfalls in that organization or agency.
The essential leaders in any agency or organization contribute their talents (whether paid or volunteer) only as long as they have a positive effect on the agency program in which they are personally involved. When they no longer "see" results and/or benefits from their time, efforts and work they move on. "When I don't produce results that are meaningful to me" it is time to move on to where I can find a job or program in which I can contribute and feel that I do so beneficially"....that is what may be the underlying motivation (and at times) conscious thought in the mind of the paid staff or the volunteer who "quits".
On this issue, it is important to recognize that once in a while there will be one who will say "I threaten to leave if you don't do it my way". That is NOT what is addressed above and this is not the place to go into that topic, only that it is important to ask: Does that person have a history of such efforts? And, does the person have a management or a technical interest? Is the requested 'change' managerial or technical? Remember that technical skills are very different than managerial skills.
As we continue let's recall that it was noted that the loss of participants often occurs with a change in the person managing the program (of volunteers).
So, what talents and abilities does the new manager lack that the prior one possessed?
Or, if it happens under an existing manager, how did that person get into the management situation where the program begins to fall apart with the loss of valued employees or essential volunteers?
It can be from assigning tasks without attendant responsibility and authority to accomplish the task.
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