It’s true: People don’t quit their jobs; they quit their bosses. But with a little extra effort and a new perspective on the part of managers, this unfortunate scenario can be avoided. As a company leader, it’s up to you to hold your managers accountable for having motivated, engaged employees.
Recent research studies support this premise. According to:
- The University of California, motivated employees are 31 percent more productive, have 37 percent higher sales, and are three times more creative than their less engaged peers.
- The Corporate Leadership Council, motivated employees are 87 percent less likely to quit.
- A related Gallup poll, 70 percent of an employee’s motivation is influenced by their manager.
Management Mistakes That Drive People Away
If you and your management team want people to stay, think carefully about how you treat them. Make them want to work for you. Avoid these costly mistakes:
- Overworking people: It’s tempting to overwork good employees because, well, they’re good. But it can actually be counterproductive. When a person’s workweek exceeds 50 hours, their productivity begins to plummet – they may feel as though they’re being punished.
- Not recognizing good work: Everyone likes recognition, especially high performers who are intrinsically motivated. Managers should communicate with their people to determine the most appropriate form of recognition. For some, it’s public acknowledgment with lots of fanfare, while others prefer a more low-key approach.
- Failure to develop people’s skills: If managers fail to demonstrate they care about their employees’ futures, those employees are likely to head elsewhere. Keep finding ways to help people learn, advance and develop their professional skillsets.
- Not showing empathy: The best leaders mesh being professional with being human. Along with celebrating employees’ successes, they sympathize with those going through hard times and acknowledge their personal lives. It’s impossible to work for someone every day who cares about nothing other than your production yield.
- Breaking promises: When managers uphold a commitment, they grow in the eyes of their employees as they prove themselves trustworthy and honorable. When the opposite occurs, respect is lost. Plus, if the boss doesn’t honor their commitments, why should anyone else?
- Hiring and promoting the wrong employees: Good employees want to work with like-minded colleagues. Poor hires are a huge demotivator. And it’s a major insult when you work hard and exceed expectations, only to be passed over for a promotion by someone less deserving.
- Micromanaging: While poor performers tend to want – and need – constant attention, top performers want to be trusted to get their work done autonomously. Leave them to do their jobs, and they will.
- Failure to have fun: Full-time employees spend about a third of their waking time at work. The best employers take steps to make those hours more enjoyable. This might mean adding comfy chairs to sitting areas, putting a ping pong table in your break room or hosting an afternoon at the ball park. Happy employees are effective employees.
Find out what Lyons HR can do for you!
As you develop your workforce and management team, Lyons HR can help customize a strategy that meets the unique needs of your business. Contact us today so we can set up an informational meeting and get you on track for success.