Don’t be the reason your best employee quits. Be the reason they stay. Happy employees will turn down higher paying jobs because they don’t want to lose the environment they love to come to every day.
Employees quit for any number of reasons: personal issues, moving, completely changing careers, family circumstances, etc. But, more often than not, employees quit because of their direct manager.
Over half of people who quit their job, did it because of their boss.
These mistakes might seem harmless but they’re driving your best employees away and keeping top-talent from coming to work for you. Any one of these mistakes could be the cause for high turnover, and low company morale. In turn, that’s costing you money. Don’t be the reason your best employee quits and don’t let one of your managers be the reason either. Make sure nobody is committing these mistakes in your business and you’re sure to experience higher retention, increased morale, and greater loyalty.
Mistake #1 – You Enforce Unnecessary Rules
Some rules ARE necessary, that’s for sure. But, a lot of businesses make the mistake of going overboard. Things like limited bathroom breaks, overly strict dress codes, restrictive email policies, etc. To your employees, these rules are all signs that you lack trust. If you can’t trust your employees; why did you hire them in the first place?
Often, new rules occur when one or a few people have crossed a line and management is looking to correct the action. This approach isn’t effective or fair to the rest of your employees.
Managers and leaders need to have the skills to address problems head-on with the person in question, instead of just creating some rule that punishes everybody. When you think about creating or tightening up a rule in your company, ask yourself: Why? What is the point of this? Is this rule absolutely necessary to the outcome of our success or is this just a way of dealing with one or two people who crossed a line?
Mistake #2 – You Have Excessive Meetings
Meetings are another aspect that are necessary, but often abused. Too frequent, too long, or with no notice at all; these are all mistakes to avoid. Meetings should have a specific goal or purpose and should be held as long or as often as they need to reach that goal. Nothing more, nothing less. This fine line is sometimes difficult to maintain and that’s OK, most employees are tolerant to this one. But, go overboard and those same employees will become irritated and start to wonder how much you actually value their time.
Mistake #3 – You Aren’t Recognizing Top-Performers
I don’t like the idea that everybody gets a trophy, especially in the workplace. Your hardest working employees should be recognized and rewarded for what they put in. They want to know that their performance sets them apart. It’s what motivates them to keep it up and it sets a standard for others to work toward.
Why work harder if you’re treated the same as everyone else? You need to recognize your top-performers for what they do and also address those that slack off. Don’t ignore the underachievers, coach them. And if things don’t improve, address the issue head-on.
Mistake #4 – You Rush Through Hiring
A bad hire doesn’t just put a drain on your business, it seriously affects the lives of your other employees. You may think hiring and a quick training period will suffice but the implications of a bad hire often fall on your best employees. Making a bad hire by mistake is one thing but failing to correct this leads to decreased morale and resentment.
If you bring on a clock-puncher or someone who leans on their coworkers to get by, it puts a lot of stress on your current employees. They have to pick up the slack or deal with the stress of bringing the issue to you or their supervisor. It can be a very frustrating situation for all involved but especially taxing on the employees directly working with the bad egg. Take your time vetting candidates and act quickly once you have determined a hire simply isn’t working out.
Mistake #5 – You Don’t Have Fun
You have to have some fun in your day! Employee’s who don’t feel encouraged to let loose (a little), are significantly less happy in their jobs and less productive. Having harmless fun blows off steam, creates community, and builds lasting relationships. Plus, it shows you don’t take yourself too seriously. People don’t want to work for Mr. Scrooge.
Unhappy employees will find somewhere else to work. If you or someone at your company is making one of these mistakes, address the behavior quickly. When good employees feel trusted and valued, they are more engaged and more willing to work longer and harder.
When an employee does quit, don’t make the mistake of pointing the finger. Remember, over half of the people who quit their job, did it because of their boss.