Too many times managers and leaders forget the value of this very important quote, “Your staff are your most important asset” It’s meaning is often ignored and it’s the reason a number of key individuals end up leaving their roles. Yes ok, situations and ambitions can change, other outside influences play a part at times. But far too often it’s the employers who ultimately could have tweaked something in their management structure and take ownership of a situation which could prove the difference between a star performer walking out the door and not.
Below are some things managers do or don’t do that makes good employers leave their roles.
Nothing burns good employees out quite like overworking them and it’s an easy trap for management to fall into. If you must increase how much work your employees are doing, consider increasing 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. A pay-rise, a promotion, 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.
Fail to honour a commitment
Making a promise to someone instantly places you on the fine line that lies between making them very happy and watching them walk out the door. When you uphold a commitment, you grow in the eyes of your employees because you prove yourself to be trustworthy and honourable. But when you disregard your commitment, you come across as untrustworthy, and it’s disrespectful. Failure to follow through with a promise is one way to lose the respect and confidence your employees have for you.
Failure to develop skills of individuals
Good managers manage, no matter how talented the employee. They pay attention and are constantly listening and giving feedback. 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.
A lack of challenging intellectual people
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.
They hire and promote the wrong people
Good, hard-working employees want to work with like-minded professionals. When managers don’t do the hard work of hiring good people, it’s a major de-motivator for those stuck working alongside them. Promoting the wrong people is even worse. When you work your tail off only to get passed over for a promotion that’s given to someone who glad-handed their way to the top, it’s a massive insult. No wonder it makes good people leave.
They don’t care about their employees
Did you know, 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, empathise 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.
If you want your best 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. The key: You need to make them want to work for you.