It’s quite alarming how often I hear managers complaining about their employees leaving, and they virtually do have something to complain about – not many things are as expensive and disruptive as good people taking walks out the door.

Managers generally tend to put the blame on every possible thing under the sun and at the same time, ignoring the crux of the problem: people don’t walk away from jobs; they walk away from managers. The really sad part is that this can be averted if bosses would develop a new perspective and attempt to fix themselves first.

In this article, I want to talk about the nine (9) things that managers do that send their best employees out the door.

They overwork their employees

Nothing burns out your employees quite like overworking them. It’s so tempting to work your employees hard that managers often fall into this trap. Overworking your employees is perplexing; it makes them sense as if they’re being punished for their top-notch performance – I once heard a manager say that the reward for a great work is more work. However, overworking employees is also counter-productive. Studies show that productivity per hour declines sharply when the work week exceeds 50 hours, and productivity drops off a lot after 55 hours and at this point, you don’t get anything out of working more.

Should you want to increase how much work your employees are doing, you’d better increase their reputation and status as well. This way, employees will be willing to take on a bigger workload, however they would leave if their job suffocates them in the process. Salary raise and promotions are ideal ways to increase workload. If you sincerely increased workload due to the fact people are good at it, without improving on other aspects of the job that concerns them, they may just be searching for another employer that will give them what they deserve.

They don’t recognize contributions or reward great work

It’s common that people underestimate the power of simple acknowledgment of a great work – call it a pat on the back, especially with employees who are intrinsically motivated. Everybody likes kudos, even these employees who work hard and give their all. Managers need to speak with their people to find out what makes them happy, after which they reward them for a job well done. With great employees, this will be done often if you do it right.

They don’t care about their employees

A huge number of people who leave their jobs do so because of their relationship with their boss. Smart businesses ensure their managers find a way to balance being professional with being human. These are the bosses who take time to celebrate employee achievements, empathize with the ones going through difficult times, and are challenging even if it hurts. Bosses who fail to care will constantly have resignation letters piled up in their mails. It’s very difficult to work for someone from 9-5 everyday when they aren’t individually concerned and don’t care about anything other than you working for them.

They don’t honor their commitments

Making guarantees and promises to employees places you on the great line that lies between making them very happy and watching them stroll out the door. While you uphold a promise, you prove yourself to be honest and honorable (two very essential traits in a boss). But when you brush aside your promise, you come across to your employees as slimy, uncaring, and disrespectful. In the end, if the boss doesn’t honor his or her commitments, why should anybody else?

They employ the wrong people

Employees need to work with like-minded professionals. When managers don’t do the simple hard work of hiring the right people, it’s a chief demotivator for the ones stuck running alongside them. Going on to promote the wrong person(s) is even worse. When you work so hard to get things done right only to get overlooked for a promotion that is then given to a person who didn’t merit the position. It’s a huge insult and can make even the best and most dedicated of employees leave.

They don’t allow employees pursue their passions

Great employees are passionate. Providing opportunities for them to pursue their passions improves their productivity and job delight. But many managers want their employees to work inside a little box. Those managers fear that productiveness will decline in the event that they allow the employees expand their interest and pursue their passions. This worry is unfounded. Studies show that folks who are capable of pursuing their passions at work experience have a euphoric state of mind that is 5 times more efficient than the norm.

They fail to improve their people skills

When managers are asked about their lack of attention to their employees, they try to excuse themselves, saying things like “I trust them,” “autonomy,” and “empowerment.” That is entirely nonsense. Good managers do their jobs, irrespective of how proficient and trustworthy the subordinates are. They pay interest and are continuously listening and giving comments.

Management may have a beginning; however, it really has no end. When you have a skilled employee, it’s up to you to maintain finding areas where they could enhance to improve their skill set. Great employees want feedback and it’s your task to keep it coming. If you don’t, your employees will become bored and complacent.

They fail to engage their creativity

The most proficient employees desire to improve on everything they do. If you eliminate their capacity to change and improve things due to the fact you’re very comfortable with the current state of things, this makes them hate their jobs. Caging up this innate desire to create does not only limit them, it limits you and your business.

They fail to be intellectually challenging

Remarkable bosses task their employees to accomplish things that appear improbable at the beginning. Instead of placing mundane, incremental goals, they set lofty targets that push their employees out of their comfort zones. Then, they do everything they can to help them meet the target. When intelligent professionals find themselves routinely doing things that have become too easy or uninteresting, they start seeking other jobs in the bid to challenge their intellects.

If you want your remarkable staffs to stay, you want to assume carefully about the way you deal with them. Yes, the perfect employees are as tough as nails but then again, their skill set offers them an abundance of alternatives. You want to make sure they are working for you and give you the results you want.


This article was written by Tega Gabriel

Culled from Issue 17

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