Mistakes managers make that cause employees to quit their jobs.
THE FIVE TOP MISTAKES MANAGERS MAKE.
There are a lot of reasons why teams perform well but even more why they don’t. When there are mistakes, there is often a finger pointing towards the ‘other guy’ as the real problem.
If you boil it down, though, one critical factor is the environment that management is setting. This comes from a manager’s behaviors on a daily basis, which has a huge impact on whether people want to stay or go.
Sometimes situations are salvageable. Others are irreparable. In those situations that are beyond repair, it isn’t because the managers are bad, unethical, or dishonest people. In fact, that is rarely the case despite what we see depicted on TV and in the movies.
What’s really going on is that they are simply doing things every day that drive their people nuts. Below are five mistakes that make employees quit.
- Playing favorites.
One of the biggest mistakes managers make in job environment setting is practicing favoritism.
No one likes to be on a team where the leader of the team consistently shows favoritism to select players on the team. If those players are the best players, no one usually has a problem with it.
But sadly, this frequently isn’t the case.If those favorites aren’t the best performers or worse yet, if there is some sort of apparent conflict of interest based on a friendship, it causes people to say that “this team isn’t for me.”
The good news is that all of these mistakes are easy to correct. I’ve seen great turnaround situations with managers who were willing to focus on these key things.
- The Mistakes of asking for input, but never using it.
Worse than never asking is asking but never doing anything with the input.
This has an even more detrimental impact because employees often think, “if you weren’t going to do anything with my input, why did you ask in the first place?” or worse, “if you already knew what you were going to do, don’t pretend that you wanted my input.”
Whereas not asking for input leaves employees feeling like they have no control over their lives, asking for it and then not using it often leads to distrust of their manager or the belief that their manager was just “checking the box” when asking for input.
- Not taking the time to explain ‘the why’ of things
Most people want to know why a decision was made or why things are moving in the direction they are moving instead of simply being told what is happening.
Will “the why” always make people happy? Definitely not, but most employees I speak to on teams where things aren’t going well consistently say that at least they would feel like they understood the situation better.
- Not asking for input
People like to feel like they have some say in what happens to them. Most are pretty reasonable and don’t feel like they need to have their opinion solicited for everything.
Not ever asking for input from your people, especially for things that directly impact their job, gives employees the impression that you just don’t care even if you really do.
- Not taking action on consistently poor performers.
When managers don’t take action on poor performers, the good performers see it and are incredibly frustrated.Over time, many get to the place where they ask, “Why am I working so hard?”
Really good employees don’t have it in them to not work hard. Instead of taking their foot off of the gas, they just look for another place to work where they will be rewarded for working hard.
Original Source : inc.com