How to Lose (Or Keep) Half Your Team

Take a moment to consider the best job you’ve ever had. What stands out in your memory? Is it shiny perks they advertised in your interview process, like happy hour Fridays, 401k match, tuition reimbursement? How about your worst job? Was it the long hours, unrewarding work, lack of career progression?

At the end of the day, there are likely several factors that made your best and worst jobs exactly what they were – and they probably differ from your co-worker one desk over. There’s simply no magic formula for everyone’s perfect job. But as with any equation, there’s a positive or negative sign that’s dictating the nature of your answer. And in most of our careers, that’s our boss.

It’s really not earth-shattering news – your boss is more than likely the “make” or “break” it factor in your job satisfaction. Sadly, over half of us have left a job at some point to “get away” from our manager, and for 75% of us, dealing with our manager is the most stressful part of our job.

Those numbers should be a harsh reality check for anyone responsible for growing and leading a team. Studies (courtesy of Gallup) show that managers account for upwards of 70% of variance in employee engagement, and in an era where less than 1/3 of employees are considered truly engaged in their jobs, we have to ask what managers can do to not only retain their teams, but motivate and enliven them.

The truly great managers are a rare breed among us – extensive research notes that only one in ten currently possess the talents to successfully lead a team toward common objectives. What makes these ten-percenters different from the rest of us? Five key differentiating factors:

• They motivate and inspire teams
• They provide tools to help their teams overcome obstacles
• They build cultures of accountability
• They establish trusting relationships with the people that work for and with them
• They make informed, fair decisions that have the best interests of their team and their company at heart

Those are some pretty lofty behaviors, and they can be hard to suddenly implement for the nine out of ten who don’t naturally possess these key leadership traits. It’s not a change most can make overnight, but there are consistent behaviors and activities managers can practice that will make a dramatic impact on team engagement.

The following rank highest on a variety of inclusive studies, and you’ll probably find in reading them, they were common practices of your favorite manager.

• Communication. Reliable, meaningful, consistent communication not just about their roles and responsibilities, but also what is happening in their life outside of work. Employees who feel their manager is invested in them as a person are significantly more likely to be engaged in their work.
• Genuine Performance Management that goes beyond trite and forced annual performance reviews. The majority of employees who truly feel that their manager helps them set personal performance goals and priorities show engagement in their jobs. This means understanding how they fit into the larger organization, especially in times of organizational change.
• A focus on strengths, which research has shown for decades is a more effective approach than focusing on gaps or weaknesses. Employees who feel like their strengths are positively engaged in what they do are far more likely to feel engaged, especially when their managers recognize and find unique ways to utilize them.
• A perception of fairness, which studies show that leads to more internal citizenship and productivity. A culture of “paying it forward” drives loyalty and commitment in the workplace, and can even help mitigate stress.
• Partnership, especially when the going gets tough. We all have our jobs to do, and chances are, your boss is at least as overwhelmed as you are. Even so, there is often no greater hero than the boss who rolls up her sleeves, steps out of her office, and says “what can I do?” But make sure it’s not an empty gesture – if you ask, make sure you’re ready to act upon the answer. Your team will never forget the hours you worked right alongside them for the greater good, or at least they won’t forget your offer.
• Sharing of Knowledge & Wisdom. Especially if you’re seen as talented in your field, your team probably looks up to you and aspires to reaching a role similar to yours. Take the time to teach your team, and share some of what you’ve learned. Not only does it improve their productivity, it makes your team feel as though you’re caring and investing in them.

Are these qualities you see from your manager? If so, chances are you’re among the most engaged in America’s workforce – and you should take note that Boss’s Day is Friday, October 16th this year. If they’re the one in ten - make sure they know it!