Are managers still the main reason people leave their jobs?

For a long time, it has been said, and confirmed in numerous studies, that

people apply for jobs but leave because of their manager.

Because of the employee's experience that their managers are not good managers or not good managers for them. This could show in a lack of good general management, poor communication, lack of encouragement and feedback, lack of support, or something similar.

Now that working in teams is becoming more common, the team, the work environment, the workplace culture, etc. also have a great influence in this context.

And now in recent times also how much #flexibility and #autonomy is available in the workplace.

However, the number of influencing factors does not change the fact that people still want a good manager.

Workplaces therefore need good managers, who can manage both operations or projects and manage people or individuals, based on what is going on in external and internal environments at any given time.

Managers who take the time to get to know their people and help them use their strengths in the best possible ways. Support, guide and motivate for performance maximization. Promote a healthy #workplaceculture and support employees as individuals. All at the same time.

Employee Experience

New research shows that to attract and retain employees today, creating good overall #employeeexperience is of the utmost importance. As is done for customers.

All the touchpoints of employees and workplaces should be mapped, the #employeejourney, and attention should be paid to a good experience in all of them, whether they are electronic, tangible, or based on human interaction.

With a good employee experience, you have a workplace where people want to be employed at, work hard for - and costs due to low engagement and high employee turnover are reduced.

Need for changes in recruitment.

Hiring processes and practices can also affect employee experience and #employeeturnover.

Recruitment should not be based primarily on matching degrees or prior job experience to job requirements, which often are not well-defined or thought-out. Rather, matching individual skills and personal preferences and expectations with projects, teams, managers, and workplace culture.

Recent Deloitte research shows that matching people's skills to tasks or projects, instead of jobs, improves performance, reduces employee turnover, and increases adaptability, flexibility, and innovation, as well as people's engagement and well-being.

Need for redesign of jobs and working environment.

When it comes to change and development it is mostly mindset that holds us back or slows development. Not everyone is ready to investigate whether jobs are still the best way to manage work and the workforce. In my mind and based on my experience it is probably better to break jobs into projects and tasks and rearrange or reshuffle them so that we match better tasks with individuals and so that the workforce enjoys their tasks more. That way they will have a better chance of delivering better performance and #productivity in tasks at hand. This could also be useful in connection with increased demands for flexibility and thus with the shortening of the working week.

Need for changes in what is required of managers.

Many managers are experiencing a little insecurity in their roles today.

The aspects and behaviors on which managers have so far been most appreciated and rewarded for, e.g., long working hours, being professionally the best in a team, coming up with all the solutions themselves, etc., are not the factors that are most valued today or considered the most necessary for the leaders of the future.

Many managers need support to refresh their skill sets, or re-skilling, in rethinking their mindsets and reassess whether they are exhibiting the behaviors called for by managers of today and tomorrow.

Managers are still very important.

Although there has been an increase in the number of factors that affect employee engagement and employee turnover, managers are still very important in that context, as in many other things.

Management affects performance and well-being. Managers should therefore use management as a tool, in the most effective way. Create and communicate a clear vision. Map an exciting strategy with your people. Guide, inspire, and support. Connect with your people and find ways to make the most of their strengths. Encourage them to grow and develop in their work and as human beings. Promote a healthy workplace culture.

Managers today need to put more time into people management, but without more management, rather more #coaching

Management that develops and is used in a wise way for workplace success, as well as employee success and satisfaction, can have a major impact on workplace success, on a variety of measures of success.

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Herdis Pala is an experienced leader, with 20+ years in management positions, there of 13 years in C-Suite positions. Her responsibilities have mainly been within HR but also in Operations, Marketing, Service, Facilities Management, and more.

She is also a highly appreciated Speaker, Lecturer at Universities, Corporate Trainer, Executive Coach, and Management Consultant.

- Her most requested speaking and training topics are:

• Future of Work, Workplaces, Workforce, and Labor Market
• Unlocking success, empowering, and preparing managers/employees for the future
• Self-Leadership and changes
• How to be a better co-worker
• Importance of healthy workplace culture and how to nudge it.
• Employee Experience and Employee Journey
• 360° Success, in work and life, based on the principles of Self-Leadership
• How to Be Somebody′s “Best Manager I′ve Ever Had”
• How to Be a Better Manager - and Have a Better Life, At the Same Time.

Now she is also offering online training for mid-career people, see https://bit.ly/SelfLeadership-Workshop-Oct2023

www.herdispala.is/english