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9 mistakes by managers that make good employees quit

Many managers often complain about their best employees leaving which is understandable as few things are as disruptive as people walking out of door.

Managers tend to blame their employers turnover on others, rather than making efforts to retain seasoned and dedicated employees.

However, managers need to realise the crux of the matter: people don’t leave jobs, they leave managers.

This can easily be avoided with just a new perspective and some extra effort from the manager. It is imperative to realise that employees have to be motivated, and hold manager responsible.


Further research from University of California found that motivated employees were 31% more productive, had 37% higher sales, and were three times more creative than other employees.

According to a Corporate Leadership Council study on over 50,000 people, motivated employed are also 87% less likely to quit.

Gallup research shows that 70% of an employee’s motivation is influenced by his or her manager.

These are some of the worst mistakes made by managers that make employees quit.

1. They don’t recognize contributions and reward good work

Manager should never underestimate the power of a pat on the back, especially with top performers who are intrinsically motivated.

Managers need to communicate with people to find out what makes them feel good (some need a raise, while some want public recognition) and then reward them for a job well done.




2. They overwork people

Most managers fall for this trap as it is tempting to make good employees work hard. Overlooking employees is perplexing as they feel being punished for good performance, and is also counter-productive.

Overworking good employees is perplexing; it makes them feel as if they’re being punished for great performance. Overworking employees is also counterproductive.

Research from Stanford shows that productivity per hour declines sharply when the workweek exceeds 50 hours, and drops completely after 55 hours.

If managers want to increase workload, then they must also increase their status as well. Raises, promotions and title-changes are all acceptable ways to increase workload. Many employees will take on a bigger workload but will not stay if their job suffocates them.




3. They fail to develop people’s skills

Managers often try to excuse themselves when asked about their inattention to employees using words such as “trust,” “autonomy,” and “empowerment.”

This is absurd as good managers manage, no matter how talented the employee, pay attention and are constantly listening and giving feedback.

If there is a talented employee, then managers need to find areas to improve and expand their skill set. Most talented employees want feedback which is the responsibility of the manager, or else people become bored and complacent at work.



4. They don’t care about their employees

More than half of people who leave their jobs do so because of their relationship with their boss. Smart companies make certain their managers know how to balance being professional with being human.

These are some bosses who celebrate an employee’s success, empathise with those going through hard times, and challenge people, even when it hurts.

Bosses who fail to really care will always have high turnover rates. It is difficult to work for someone who is not personally involved and does not care more than your production.




5. They don’t honor their commitments

Making promises to people places you on the fine line that lies between making them very happy and watching them walk out the door.

Managers who upholds a commitment grows in the eyes of employees as they have proved to be trustworthy and honorable, which are two very important qualities in a boss.

Those who disregard commitment are seen as slimy, uncaring, and disrespectful. After all, if the boss doesn’t honor commitments, why should everyone else?



6. They hire and promote the wrong people

Many good employees want to work with like-minded people, and it is demotivating if they are stuck with the wrong people just because the manager did not hire good people.

It is even worse when managers promote the wrong people. It is insulting if employees work their tail off and get passed for a promotion which glad-handed to someone to the top.



7. They don’t let people pursue their passions

Talented employees are passionate and providing opportunities for them to pursue their passions improves productivity and job satisfaction.

Many managers want people to work within a little box and fear that productivity will decline people expand their focus and pursue their passions.

Studies show that people who are able to pursue their passions at work experience a euphoric state of mind that is five times more productive than the norm.




8. They fail to engage creativity

The most talented employees seek to improve everything they touch. They will hate their job if managers take away their ability to change and improve things just because they are comfortable with the status quo.




9. They don’t challenge people intellectually

Great bosses challenge their employees to accomplish things that seem inconceivable at first. They set lofty goals that push people out of their comfort zones instead of setting mundane, incremental goals.

Then, it is responsibility of managers to help them succeed. When talented and intelligent people find themselves doing things that are too easy or boring, they seek other jobs that will challenge their intellects.

Bringing it all together

Managers need to think carefully about how they treat their employees if they want the best people to stay with them.

They need to realise that while good employees are as tough as nails, their talent gives them an abundance of options, and they need to make them want to work for them.

The article originally appeared on the Huffington Post



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