There is a saying “employees don’t leave their company, they leave their bosses”. And looking at the situation closely, one sees that there is certainly some truth attached to this.
When employees leave, no matter of which capacity they are, it is always costly and not to mention highly disruptive for a company. While managers may complain about their high turnover and blame the situation on almost everything under the sun, they may be unaware of their own part in the situation that led to the employees leaving their workplaces.
This is a matter that can be easily avoided. With a little extra effort and fresh perspective on the managers’ side, this situation can be easily remedied. So what exactly do managers do to make people leave?
- Overworking the good people
Some employees are better than the others and it is tempting to pile up the work on the employees who perform rather than trying to push the ones who are not performing as well as they could be. This burns out good employees easily and it seems to them that they are being punished for performing better than everyone else.
It has been proven that the productivity per hour declines considerably when the workweek exceeds 5o hours to the point that there is no sense doing any work anymore. If you must increase the workload of an employee, it is also advised to increase that employee’s status in the company which would prompt them to stay and take on bigger responsibilities with the correct frame of mind. A promotion, pay raises and change of title all justify extra responsibilities and this would make the employee feel valued and would make them put an extra effort into whatever it is that they are doing.
- Making employees feel undervalued
Employees are constantly intrigued to find out whether their contributions count. A pat on the back may seem like an insignificant thing, but what you are not aware is that it could go a long way to motivate an employer. Everybody likes getting feedback about their work and receiving a thanks every now and then would make the ones who work hard feel valued which in turn would give that extra boost they need to keep going.
- Preventing employees from following their passions
Talented employees became talented because they are passionate. And once spotted, they must be allowed the opportunity to pursue these passions. This promotes job satisfaction and improves their productivity as well. What happens most of the time is that managers often limit their employees to a little box and expect them to perform within that limited space, fearing that their productivity will drop if they expand. This makes good employees feel trapped and hence they will be motivated to exit at the first chance they get.
- Not challenging their employees
A good employee cherishes a challenge and takes immense pleasure in accomplishing tasks that would otherwise seem impossible. Most bosses don’t realize this and would set their employees frivolous and uninteresting tasks which would make the employees feel underestimated, undervalued and eventually, bored with their job. A good manager would set their employees tasks that would make use of the employees’ skills to achieve something that seems impossible. They would express their trust in the employee to get it done and lo and behold, it will!
- Hiring and promoting the wrong people
One bad tomato in the box will end up spoiling the whole batch. This is true to workplaces as well. Good employees want like-minded people to work with whom they can share and enhance their own knowledge and work together towards a common goal. It is rather demotivating trying to work with people who don’t fit into a similar frame of mind and you cannot avoid conflicts that arise from this. Also promoting the wrong people will make the hard working employee wonder why they did not get promoted and why the other person did. This would make an employee feel undervalued and therefore would prompt an exit reaction from the company.(image courtesy: linkedin, thesalesblog.)