Cases of managers complaining that their best employees are walking out the door are more and more common. While the tendency might be to blame every other possible cause, the fact of the matter is bad management is the reason most people choose to leave their job. Here are the nine worst things managers do that cause people to quit, as published in an article in Huffington Post:
- They overwork people: this is a trap in which most of the managers fall. After all, it is tempting when the employee is so good at his or her job. But from their perspective, it feels like being punished for having a great performance. It is also highly counterproductive, as productivity drops as the number of hours increases. However, if you must increase the work load, make sure to also offer raises, promotions, and title-changes, which would motivate your employee.
- They don’t reward good work: everyone likes their work to be recognized and their efforts rewarded. Find out what makes your employee feel good – it can be a raise or public recognition – and do it!
- They don’t care about their employees: managers should learn how to balance being professional with being human. Celebrate an employee’s success, empathize with them, and challenge them. It is impossible to work for someone eight-plus hours a day if they only care about your productivity level.
- They don’t honor their commitments: upholding your commitment will make you grow in the eyes of your employees because you gave them proof that you are trustworthy and honorable. However, when you fail to do so, you come across as disrespectful and uncaring.
- They hire and promote the wrong people: when you work really hard and see that you get passed over for a promotion given to someone who glad-handed their way to the top, it is really insulting, and it is no wonder that this situation makes good employees quit their job.
- They don’t let people pursue their passions: if you provide your employees with opportunities to pursue their passions, their productivity will improve. Don’t keep them in a little box for fear that their productivity will decline if they expand their focus, that fear is unfounded.
- They fail to develop people’s skills: good managers pay attention, are constantly listening and giving feedback. When your employee is talented, it is good for you to find areas in which he or she can improve their skills. Also, keep the feedback coming!
- They fail to engage their creativity: don’t take away your employee’s ability to improve things, it will make him or her hate their job. Limiting their creativity limits both them and you.
- They fail to challenge people intellectually: don’t set mundane goals, aim for more lofty ones, which push employees to get out of their comfort zone. Then, help them succeed. When talented and intelligent employees are doing things which are too easy and boring, they will seek other jobs which challenge them more.