It’s pretty incredible how often you hear managers complaining about their best employees leaving, and they really do have something to complain about — few things are as costly and disruptive as good people walking out the door.
How many times have we heard people grumble about their employees leaving? A high turnover of employees is never a good sign as a company’s progress and stability wavers. But why do they leave?
Managers love to point toward every reason possible barring the one carrying most weight: People don’t leave jobs; they leave managers.
First, we need to understand the five worst things that managers do that send good workers out the door.
1. Work..without Reward!
There’s nothing wrong with working your team hard, getting them to hustle and deliver on deadlines. The error lies in not appropriately rewarding them.
If you simply increase workload because people are talented, without changing a thing, they will seek another job that gives them what they deserve.
Make a reward part of a project, or incentives, for employees to achieve if they manage deadlines and quality. Segregate some of the work as voluntary with a financial incentive attached to the team member who takes it on. This could be hinted at, suggested and finalised based on financial abilities. Share the wealth and the work will never be lacking.
2. Lack of Encouragement & Gratitude
It’s easy to underestimate the power of a pat on the back, especially with top performers who are intrinsically motivated. Everyone likes applause, none more so than those who work hard to over-achieve.
Managers need to display their appreciation of an employee’s work, when it merits it. Either doing it personally or via a team email helps build a nascent bond to knit your workers together.
3. No Familiarity.
Over 50% of Employees quit because of their relationship with their boss.
A good company knows that their managers must keep things professional with their teams. A great company knows that good managers balance professionalism and being human.
These are the bosses who celebrate with the employee on their achievements, the one who’s aware of their challenging times, and encourage them even when they seem down.
A good manager balances the two sides of the coin expertly. People who think you’re only interested in them for their productivity won’t go beyond the minimum.
Making promises is a fork in the road. After all, if the boss doesn’t honor his or her commitments, why should anyone else?
If you’re presenting someone with the choice of work for a future reward, ensure your end of the bargain. If you promise your employee a week off to celebrate their cousin’s wedding, don’t cancel it after agreement. Be a person of Honour!
5. They micromanage.
If you’re paying someone like an adult, treat them as such. Bad managers establish an atmosphere of omnipotency, surveillance and constant supervision. Good managers encourage a can-do attitude, less red tape and belief in their employees skills.
People with Talent get irked when they’re being either second-guessed or micromanaged. While a new hire must be gradually acclimatised into the company, the aim is for the employees to attain responsibility and ownership. This won’t occur until the managers let go.
Bringing it all together
If you want your best people to stay, you need to think carefully about how you treat them. While good employees are tough to manage, their talent gives them an abundance of options. You need to make them want to work for you.