Why do people leave their jobs?
Are they unsatisfied with their work? Do they feel too challenged or not challenged enough? Are they looking for a change of career? Do they want more autonomy?
There are many diverse and complex reasons, however none of the motives mentioned above are the primary reason why people resign or quit…
According to a Gallup poll of 1 million employees in the US, the #1 reason people leave their jobs is a bad boss or immediate supervisor.
Take a moment to think about that…
Further, in an another Gallup study with over 7000 adults, it was found that 50% of employees resigned from their workplace in order to “get away from their manager…”
You’ve heard it time and time again, but its true: people don’t leave companies – they leave managers.
That’s why Gallup CEO Jim Clifton strongly maintains that the best decision you make for your business is “who you name manager”, as the wrong appointment will negatively impact your employee engagement and turnover.
However, there is good news.
You have an element of control over your management, and that’s the first place to start. You can develop the leadership skills of your current team, or look into hiring new management or diversifying roles.
Next, think about what you and your management team are doing in terms of communicating, leading and engaging with your employees.
We’ve complied a list of a few ways you can become more conscious of your management style and structures you have in place that impact the people in your team.
- Encourage productivity and commitment, but be mindful of overworking staff. If you need to see an increase in workload, make sure you balance it out by also increasing attention, recognition and even financial rewards.
- Remember to acknowledge achievements, no matter how small. While many ‘successes’ may seem intrinsic to your employee’s job description, a job well done should be communicated, and it is imperative to ensure your team feels valued.
- Show empathy and compassion. Successful businesses ensure a good work-life balance. While at work, you want to maintain professionalism, but you’re also human, and employees need a harmonious relationship with their manager that is supportive and motivational.
- Encourage autonomy and creativity. The first step to low morale is a lack of passion, strive to avoid that and create a diverse team that facilitates innovation and independence within a team. This will enhance productivity and performance, and create a flow and harmony that benefits all business relationships.
- Develop the skills of your team. Provide constructive feedback, be attentive to the professional needs of your employees and how you can support them to achieve new goals and expand their skill sets. Employees who feel constricted by their job role or their bosses will not engage with your business for long, so help the continue to learn and grow.
Remember, if you want your employees to stay within your business, treat them like your most wanted customer – nurture your relationship with them, and treat them like if they are integral to your businesses’ success, because they are.
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