7 Things Bosses Do That Make Great Employees Quit
In a world where employee turnover rates are increasing, there are a multitude of reasons why a person may decide to leave their job. As a manager, many of these factors are somewhat out of your control. However, many of them are very much in your court, and they are based on your behavior.
A sub-par boss can negatively affect his or her employees’ lives inside AND outside the office – to the point that an employee would rather find a new job than continue working for someone that perceive as ineffective. So, if your employees are leaving in droves, consider if you may be guilty of any of the following behaviors:
- You don’t trust your employees. One of the biggest gripes employees have is that they don’t feel trusted by their manager. If you are a micromanager, this is the message you may be sending, even if trust isn’t at issue. Employees have a need for control and want to make decisions for themselves. You hired your employee for their talent and skills, so get out of the way and be available in the case that your employee needs assistance.
- You don’t challenge your employees. Employees look to management to keep them energized and challenged; it’s a key driver of employee engagement. Extended periods where employees aren’t being challenged can result in boredom which can turn to disdain for their jobs – and the blame for this disdain will naturally be aimed at the boss. So, if you notice your employees dragging and/or feeling unmotivated, consider introducing a new project to perk them up.
- You don’t hold employees accountable. The best companies are filled with workers who strive for greatness, and hate mediocrity. A boss who doesn’t hold their staff accountable is fostering an environment with little chance of high performance and risking losing the respect of hard-working employees. Any employee worth keeping yearns to be held accountable (and subsequently rewarded for their efforts), but they will leave if this standard is not being upheld by the boss.
- You don’t communicate. Communication is everything when it comes to maintaining a successful business. As a manager, your employees rely on you to keep them informed about important changes and announcements, progress and challenges, and expect you to be responsive when they have questions. Failing to communicate properly is a surefire way to alienate your employees.
- You don’t recognize. A common grievance for many employees is that the boss doesn’t recognize their accomplishments and/or takes all the credit for his or herself. This doesn’t mean you need to hold a ceremony every time someone completes an assignment, but you should regularly be complimentary of your productive employees on a day-to-day basis. Even minor demonstrations of gratitude will give your employees a boost and encourage continued high performance.
- You don’t provide feedback. Conversely, you should provide employees with constructive criticism when improvement is needed. Emphasis is on ‘constructive’ – there is no place for insults or unnecessarily aggressive criticism. Focus on the impact of their behaviors and what they can do differently in the future, while still communicating that you are confident in their abilities.
- You don’t care. Your employees don’t expect you to be best friends with them, but they do expect you to show them that you care for them as human beings. Building a relationship with your employees is key to establishing trust. If you don’t have a relationship, your employees may not believe that you have their best interests at heart. Further, without trust, it will be difficult to have to have tough discussions should the need arise. Plus, if you have a relationship, employees are more likely to come to you when they have problems.
While cliché, in order to retain your employees, you simply need to treat them as you would like to be treated. Be attentive, be supportive, and be appreciative. In other words, if you take care of your employees, you will retain them and they will take care of your business and customers.