In life, three things are certain: taxes, death, and bad managers. And, the number one reason why employees remain unhappy at work, to no one’s surprise, is the bad management of workplace ethics or due to favoritism. While managers tend to moan and groan about their best employees leaving the organization, the reality behind is often diametrically opposite.
According to a workplace research conducted by Sharon Jordan-Evans and Beverly Kaye, when people quit, they don’t leave a company; they leave a manager. Nearly 75% of employees who bail on an organization, do so at least in part, because of their managers.
Though some of the complaints by good employees are valid and justified, they, in most cases, are avoidable. It is a sad “if only” situation, which can be handled with a new outlook and some efforts by the managers.
However, before adopting a new perspective, we need to understand what managers often do to make even their best employees quit.
1. Overwork their employees
Finding workers who work hard is professionally equivalent to hitting the bull’s eye, but keeping them under optimum workload is even harder. Here is where managers slip. They make hardworking employees work harder, essentially, punishing them for their great performance. And, even after grinding them throughout the week, it doesn’t add much to their output. In fact, going by a new Stanford research, overworking can be counterproductive. It asserts that after 50 hours-a-week of work, an employee’s output falls so sharply that after 55 hours, it produces nothing but sleep deprivation.
If you really have to increase the workload of your talented employees, then make it lucrative by adding incentives like raises, promotions and designation changes. Without much-deserved perks, even talented employees with the larger workload start feeling suffocate in their cubicles. No wonder they jump off the wagon as soon they find a chance.
2. No recognition, No rewards
To keep employees focused in the workplace, nothing works like motivation. Employees can be encouraged to outdo themselves by giving appropriate motivation frequently. As the word Motivation suggests, motivation is what a talented employee should get after slogging at work week in and week out; namely, recognition, trophy, reward or a raise.
Praise can be as much motivating as a raise. It increases a person’s self-worth by putting up a challenge to do better in the future. In failing to do so, managers create an incongruity between what an employee deserves and what he gets, eventually, leading to a job change.
3. Cannot care any less for their workers
Here, a bold line between a good and a bad manager is drawn. As stated above, most of the employees who leave their jobs do so because of their relationship with their managers. Good managers not only are true professionals, they also are empathic human beings.
Unfortunately, the term Professional is often confused with robotic, unemotional, impersonal, and bland. Rather, a good manager is a person who understands his or her own problems and those of his/her team members. Good bosses empathize during tough times, raise lofty challenges, and celebrate when you triumph them instead of turning a blind eye to your business. Working for someone until you’re blue in the face while they don’t care about anything more than your performance chart can be as frustrating as counting sheep.
4. Hire and promote wrong people
Most managers are adept at hiring for an empty spot, but filling that spot with the right candidate is a challenge in itself. When a manager doesn’t rise up to the challenge of hiring good candidates, it takes a toll on other hard workers in the team. It not only creates a ground for conflicts but also halts the professional growth of deserving ones. Worse still, is promoting the wrong people.
5. Don’t let employees pursue their passions
Most managers fear that anything less than single-minded focus and dedication at work would reduce employee output and it discourages people in the long run. However, the truth is that hard-working and talented people are passionate. And, this passion doesn’t only limit to their work but to other pursuits as well. Just like motivation, passions, and hobbies improve work productivity and job satisfaction, creating a flow, a euphoric state of mind that is five times more productive than normal.
6. Fail to engage the creativity of employees
At times, hardworking employees are also creative. And, when their creativity takes roots, they seek to improve things as they are. Another difference between a good and a bad manager is their reaction to this creativity. When a manager encourages and engages them, he/she creates a platform for newer, better ideas to grow. On the other hand, rejecting and limiting ideas can only make employees despise the workplace
7. Impaired people’s skills
Communication is the key to an effective management and leadership. As a manager, your success is not measured by your individual progress; it, rather, is determined by the success of your team. Your management skills are reflected when you seek to improve your employees, give them constant feedback, and a much-needed pat on the back. Simply put, without people’s skills, there is no proper communication; without communication, there is no management.
8. Uphold their commitments
Commitment is an important word, be it in personal matters or professional. It sets and reflects your values and standards. When you honor a commitment, you prove yourself to be trustworthy and honorable. You earn respect. On the contrary, you come off as a slimy boss hole when you turn back on your words. It is important to set an example.
9. Fail to Challenge People Intellectually
For a talented employee, success is about scaling milestones. A great boss not only sets lofty standards but also helps employees achieve them. The difference between a boss and a leader, according to a famous meme, is simple: boss commands, leader directs. With easy, incremental goals and an unhelpful boss, it is natural for the talent pool to seek other challenging jobs.
To sum it up!
When managers care about their employees and not just about what they get out of them, you get to see the employees going an extra mile. Remember, it isn’t about making employees work; it is about making them want to work.