It’s pretty often that we hear companies or employers complaining about their employees are leaving, or blaming on the turnover problems. For some cases, company even blame on the recruiters for hiring a wrong person. But have employer ever wonder what’s the crux of the matter that cause good people walking out of the door? It’s important for an organization to know how to keep their employees being motivated and engaged.
Some says, “People don’t leave jobs; They leave managers.”
Research shows that 70% of an employee’s motivation is influenced by his or her manager. It was found that motivated employees were more productive, had higher sales and were three times more creative than demotivated employees.
Let’s take a look at some of the worst things that managers or employers do that send good people packing.
1. They overwork people.
Overworking your employees is a bad idea. Managers tend to assign more workload to talented employees, it is perplexing as it makes them feel as they’re being punished for their great performance. Besides, overworking employees is also counterproductive. It’s physically & mentally abusive when someone get assigned for tons of works, hence productivity drop.
If you must increase how much work your talented employees are doing, you’d better increase their status as well. Talented employees will take on a bigger workload, but they won’t stay if their job suffocates them in the process. Raises, promotions, and title-changes are all acceptable ways to increase workload. If you simply increase workload because people are talented, without changing a thing, they will seek another job that gives them what they deserve.
2. They don’t recognize contributions and reward good work.
Some employers or managers often take it as granted when their employees provide great contributions to the organization or doing great work. Employees, especially the top performers, tend to get demotivated when their good work did not get appreciated by the organization. To reward employees for a job well done, it’s important for a manager to have communication with their people to find out what makes them feel good eg. raise of salary, public recognition etc.
3. They fail to develop people’s skills.
When managers are asked about their inattention to employees, they try to excuse themselves, using words such as “trust,” “autonomy,” and “empowerment.” This is complete nonsense. Good managers manage, no matter how talented the employee. They pay attention and are constantly listening and giving feedback.
Management may have a beginning, but it certainly has no end. When you have a talented employee, it’s up to you to keep finding areas in which they can improve to expand their skill set. The most talented employees want feedback—more so than the less talented ones—and it’s your job to keep it coming. If you don’t, your best people will grow bored and complacent.
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 the bosses who celebrate an employee’s success, empathize 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’s impossible to work for someone eight-plus hours a day when they aren’t personally involved and don’t care about anything other than your production yield.
5. They don’t let people pursue their passions.
Many managers want people to work within a little box, they fear that productivity will decline if they let people expand their focus and pursue their passions. Bear in mind that, talented employees are passionate. Providing opportunities for them to pursue their passions improves their productivity and job satisfaction.
6. They fail to engage creativity.
The most talented employees seek to improve everything they touch. If you take away their ability to change and improve things because you’re only comfortable with the status quo, this makes them hate their jobs. Caging up this innate desire to create not only limits them, it limits you.
7. They don’t challenge people intellectually.
Great bosses challenge their employees to accomplish things that seem inconceivable at first. Instead of setting mundane, incremental goals, they set lofty goals that push people out of their comfort zones. Then, good managers do everything in their power 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, if you want your people to stay, you need to think carefully about how you treat them. While good employees are as tough as nails, their talent gives them an abundance of options. You need to make them want to work for you.