Source | businessinsider.com | BY:Travis Bradberry Linkedin
It’s pretty incredible how often you hear managers complaining about their best employees leaving, and they really do have something to complain about — few things are as costly and disruptive as good people walking out the door.
Managers tend to blame their turnover problems on everything under the sun while ignoring the crux of the matter: People don’t leave jobs; they leave managers.
The sad thing is that this can easily be avoided. All that’s required is a new perspective and some extra effort on the manager’s part.
First, we need to understand the nine worst things that managers do that send good people packing.
1. They overwork people.
Nothing burns good employees out quite like overworking them. It’s so tempting to work your best people hard 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. Overworking employees is also counterproductive.
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 that you don’t get anything out of working more.
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.
It’s easy to underestimate the power of a pat on the back, especially with top performers who are intrinsically motivated. Everyone likes kudos, none more so than those who work hard and give their all.
Managers need to communicate with their people to find out what makes them feel good (for some, it’s a raise; for others, it’s public recognition) and then to reward them for a job well done. With top performers, this will happen often if you’re doing it right.
3. 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.