How to be a good boss and keep your team happy!
Why do good employees leave an organization? Is it because of bad bosses?
What is the likelihood that they will leave even when they have good managers?
We decided to survey jobseekers on all these questions and here’s what we found.
A majority of the employees -- 56% to be precise -- were unhappy with their bosses (no surprises there). They found their bosses mostly autocratic, unappreciative, non-supportive towards new learning and maintaining work life balance.
But that’s not the headline.
If you want to be a good manager, choose appreciative over authoritative, encourage work-life balance and transparent two-way communication, mentor as much as possible
What this also meant was that 44% of employees were happy with their bosses.
They told us the top three and many other traits that they found laudable in their managers. But this was not enough for them to stick to their current jobs. What could be other more pressing concerns-stick around to find out.
But first let’s begin with what you should definitely NOT be doing to rule out the ‘bad manager’ factor as a cause for attrition.
In a survey sent out to job seekers, Naukri discovered that the top three reasons why employees are unhappy with their bosses are the following:
1.??????No focus on maintaining work life balance
2.??????Not a good mentor, no support in learning
3.??????Very authoritative and discourages two way communication & Does not appreciate work
Refer to the graph below to discover other undesirable traits in managers.?
If you are looking for tips on how to keep your flock at work happy, the graph above captures the behavioral elements that you should definitely try to control.
The ability to motivate and guide the team, supporting the team in rough times, and respectful behavior were the top three most desired attributes in good managers.
On the other hand, there are attributes of a manager that are clear favourites with their team members. We asked the 44% of our survey respondents who were happy with their managers, what the top three attributes were that they valued the most.
Following were the top most loved traits and the percentage of votes that were cast in their favor:
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Check out the other likeable traits in the graph below.?
HR folks chasing annual targets on employee retention are always wondering how to control attrition factors for their respective organizations.
What exactly is the mix of attrition factors? How can they go about influencing these? These are some of the questions on their minds.
Guess what.
Bad bosses were only the third most important reason prompting employee loss, is what we found during the course of this survey.
Bad bosses were not the top reason for a job switch, neither was attractive hike in salary by a better brand or a better designation.
The top two reasons prompting employees to switch jobs were poor career growth opportunities and bad work culture. Poor pay scale and poor work life balance tied for the fourth position. Refer to the graph below for the other reasons.
Interestingly, the availability of a better designation, role available or an attractive hike in salary are not the main reasons for people switching jobs as one would have imagined. These got only 22% and 16% preference respectively and were 6th and 8th in pecking order of the top reasons why people leave their current jobs.
And now for a quick recap: If managers have to keep their direct reportees content, here are top four ways of doing so:
1.??????Encourage or visibly create environments for achieving work life balance
2.??????Mentor, mentor, mentor-support learning opportunities and spaces
3.??????Encourage two way communication, communicate with respect
4.??????Appreciate and appreciate visibly
What do you think of your manager? Does your organization have managers that inspire? Share with us your experiences with your managers-good ones, bad ones. Behaviors you found commendable as well as those you found change worthy.
Also tell us what would be the top reasons that would get you to start thinking of a job switch in the comments below.