Three Things Managers Do That Push Good Talent Away
Fifty percent of employees quit their job because of management — rather than job responsibilities or pay. Supervisors sometimes don’t realize the ways that they push people away instead of motivating them to succeed.
Here are three things your leaders can do to help your company hold on to their best talent.
Poor leaders micromanage. They nitpick and change nearly everything that a worker does. This can be frustrating for workers. Make sure your leaders are giving team members space and time to do their job. If your leaders think they must be closely involved with their team’s work, one of these problems may be taking place:
- Your leaders haven’t delegated appropriately. Use the talent you have around you to ease your own workload. This could include promoting someone to be your assistant.
- There are multiple, highly incompetent people on the team. Be mindful of how you select candidates. If your leaders truly believe that their employees’ work is so regularly flawed that it won’t get done correctly without intervention, your company may need to offer formal training or begin recruiting more reliable workers.
Don’t Be Hands-Off
On the other end of the spectrum are leaders who don’t quite lead. They may be overwhelmed themselves, or may even feel that their teams are so well-trained that they don’t need leader support at all. While workers may wilt and quit under too much supervision, the same can happen when they don’t get the support they need. Leaders need to be present to hear the challenges, remove the roadblocks, and address employee concerns.
Team members should see and/or have ready access to their managers throughout their day. Even highly competent workers can confront complex issues and may have questions that go beyond their authority. Having an ongoing relationship with staff is crucial to retaining the best people, making them feel more connected to their leaders and to the job. This creates a balance of trust as well as an understanding of the larger scope of what’s being accomplished.
Don’t Forget About Self-Sacrifice
Employees likely understand that their leaders have deadlines, quotas, and other performance goals that must be met on a daily basis. However, when a leader focuses only on their own needs and doesn’t include the rest of the team in decision-making, planning, celebrating good results, and other aspects of the operation, you run the risk of breeding resentment–which inevitably pushes people out of the door.
Try to make sure that your leaders at least allow their team’s concerns to be heard and focus on how getting work done quickly and accurately helps the entire company, not just the leader of the team (keeps business open so that they stay employed, increases profits so they get bonuses, etc.). If managers make it all about themselves, employees will be less motivated to get to the goal.
While there’s no such thing as a “perfect” leader in the workplace, there are always opportunities for your managers to become better leaders. Train them on how to avoiding hovering, not disappearing on team members, and being inclusive instead of self-centered. These three key areas will help them become stronger leaders who get the best out of workers, achieving goals, building trust, and making the best people want to stay.