It’s pretty terrible how often you hear managers complaining about their employees
leaving, and they really do have something to complain about—few things are as costly and
disruptive as good people leaving out the door with their knowledge.
Team Heads (Leaders, managers etc.) tend to blame their turnover problems on everything bad programs, bad processes rtc., while ignoring
the crux of the matter: people usually don’t leave jobs; they leave managers.
The funny thing is that this can easily be avoided by simply changing the perspective and teaching managers what extra effort they need to take.
Organizations think they know how important it is to have motivated, engaged employees, but most fail
to hold managers accountable for making it happen, what they do is put more and more administrative work and tent to ignore the basic fact. A leader needs to work with people, needs to be there on the working floor supporting them.
What happens when they don’t? Simple, the bottom line suffers.
Researchers from the University of California found that motivated employees were over 31% more
productive, had nearly 37% higher sales, and were three times more creative than the ones that were demotivated for various reasons.
Those employees were also almost 87% less likely to quit, according to a Corporate Leadership
Council study on over 50 000 people.
Gallup research shows that a about 70 % of an employee’s motivation is influenced
by his or her manager. So, let's take a look at some of the worst things that managers do that
send good people packing.
Here comes the first Sin.
Overworking of people
Nothing burns good employees out quite like overworking them, or as i like to say putting Special High Intensive Tension on those who care.
It’s so tempting to work your best people as hard as possible that managers frequently fall into this
trap. Overworking good employees is perplexing, it makes them feel as if they’re being
punished for great performance(sic!).
Overworking employees is also counterproductive (we will see into that in future publications).
New research from Stanford shows that productivity per hour declines sharply when the workweek
exceeds 50 hours, and productivity drops off so much after 55 hours per week that you would end up better sending people back home.
Over hours work only for a short period of time.
If you really have to increase the amount of work your talented employees are doing, you’d better think of upgrading
their status as well.
Dedicated and talented employees will take on a bigger workload, but they won’t stay if
their job suffocates them in the process. Raises, promotions, and a well designed career path with 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 and what they expect.
9 manager sins - why do they leave? - part 2/9
