Nine actions of leaders, because of which the best employees leave
Nine actions of leaders, because of which the best employees leave
Surprisingly, many managers often complain that the best employees leave them. If so, they have reasons to sound an alarm, because for any company there is nothing worse than losing valuable personnel.
You can write off these problems for anything, but the fact remains: people do not go away if their work does not suit them; people leave if they do not like the leader.
By the way, problems can be avoided by looking at the situation in a new way and with a little effort.
First of all, it is necessary to understand what managerial actions irritate good employees the most.
1. Excessive workloads
Excessive stress is the main cause of emotional burnout. If you work with the best specialists, the temptation to "squeeze" out of them is very high, but such a desire leads people into confusion - they think that they are punished for quality work. In addition, overloads reduce productivity. The latest study from Stanford University showed that if the working week lasts more than 50 hours, the efficiency drops sharply, and with a duration of more than 55 hours, it tends to zero.
If you need to entrust talented employees with an additional amount of work, you will have to raise them in status. If this is not done, the work will quickly start to weigh them, and eventually they will go away. Excessive workload can be compensated with the help of an increase, increase or change of position. Do not expect that talented people will work more than everyone else. Most likely, they will simply find a place where they will be judged on merit.
2. Lack of recognition and awards for good work
At first glance, it may seem that an encouraging pat on the shoulder does not mean anything, especially for the best employee with excellent internal motivation. This impression is deceptive, because everyone likes praise, including those who are given the whole job. Managers need to communicate more often with their subordinates and find out how they can be cheered up and rewarded for success (for example, to award a prize or to praise in the presence of colleagues). Remember that in the case of talented employees, this will have to be done really often.
3. Lack of human care
More than half of the employees leave their jobs, because they can not build trust with their superiors. Smart leaders know how to maintain a balance between professionalism and humanity. They celebrate the successes of employees with them, try to help those who are going through bad times, and force them to work at the limit of opportunities, if necessary. Those who are not aware of this continue to complain about the high percentage of staff turnover. It's unlikely that people will work for you without feeling your emotional involvement and sincere concern for their welfare.
4. Default of obligations
Giving an employee a promise, you can make him happy or disappoint him by provoking care. Fulfilling the promise, you justify the trust and grow in his eyes, which, undoubtedly, is very important. By refusing to promise, you look like a slippery type that does not respect other people's feelings. If the leader does not fulfill his promises, sooner or later all the employees begin to follow his example.
5. Hiring and promoting unsuitable specialists
Good hard-working employees want to see next to themselves the same conscientious colleagues. If the manager does not care about careful selection of new staff, this demotivates those who already work in the company. Promotion of unsuitable specialists always leads to deplorable results. A man who worked hard, but remained without a promotion, is sure to be offended and will begin to seek new talent for his talent.
6. Obstacles in trying to follow a dream
Talented people are always obsessed with their own business. They have hopes and dreams, to which they aspire. This desire allows them to work productively and will enjoy the work. Many leaders limit their subordinates. They are afraid that people who are obsessed with passion will work harder if they let this passion take hold of them. This fear is completely unjustified. Studies prove that euphoria from the pursuit of a dream increases the productivity of work by about five times.
7. Lack of training
Answering questions about inattention to subordinates, many leaders are looking for excuses, hiding behind such words as "trust", "independent work" and "delegation of authority." This is complete nonsense. Leaders should lead, regardless of how talented their subordinates are. They must constantly listen and express their opinion.
The control process is endless. If a talented employee is working under your guidance, you need to determine the path of development for him. The best specialists always rely on feedback, and you must provide it. If this does not happen, the employee will quickly get bored and relax.
8. Countering the creative approach
Talented employees always strive to improve what they touch. If you do not let them do this, fearing innovation, they will quickly become hated by their work. Attempts to restrain creative impulses harm everyone, including the leader himself.
9. Lack of difficult and interesting tasks
Top managers sometimes give their employees tasks that at first glance seem impossible. They abandon trivial projects and instead try to push people out of their comfort zone, and then make every effort to help them achieve success. If talented and intelligent people are forced to engage in simple or boring work, they start looking for another to test their abilities.
Conclusion
If you want to retain valuable cadres, you will have to reconsider your attitude towards them. Remember that talent gives unlimited choices. Make them choose you!