Many managers are used to complaining about their most valuable peers
leaving and they’re right as people walking out the door can appear to be an
extremely costly thing. When a good employee quits managers tend to blame
everyone and everything but they often ignore the very core of the matter:
people don't leave jobs – they leave their bosses.
Luckily, that can be avoided by applying just some extra effort and
actions on the manager’s part. First of all, they should learn the most common
mistakes managers do that prompt best employees to sign a resignation notice.
They take no care of peers
One of Gallup studies showed that about 50 percent of employees who
decided to quit did this because of their manager. Some companies realize the
possible problem and that’s why they teach their leaders how to save a balance
between being a good boss and being a good human. A good boss celebrates his
peers’ success, challenges, motivates them and shows his respect and willingness
to support when something goes wrong. While a boss who doesn’t care always
faces high turnover rates.
They overwork employees
Even the best and extremely motivated peers can be easily burnt out when
they are given too much work to do. Managers often give in to temptation to
work a talented employee hard while it makes the latter feel as if he’s punished
for outstanding performance. In case you wish to give your best colleagues more
tasks then increase their status as well. Talented people will demonstrate higher
effectivity without complaining that their duties suffocate them in the
progress.
They fail to recognize contributions
A good manager doesn’t need to throw a party when someone completes his
time sheets before deadline, but recognizing a really great job definitely
allows an employee to feel happy at work. Companies, which don’t forget to
recognize and praise their best peers, have lower turnover. Knowing that your
efforts are valued is a good motivation to continue performing well.
They don’t provide space for development
When speaking about their inattention to this or that employee managers
usually try to find excuses by mentioning trust, autonomy or empowerment issues
while this is a nonsense. A good manager pays attention to his employees,
listens to their problems and gives feedback. A talented and valuable peer definitely
wants to get feedback so that he find out what he should improve and develop.
They don't engage creativity
Talented people seek chances to improve everything they have to deal
with. If you will not provide them with the possibility to do this because you’re
only comfortable with the status quo, this will make them hate their jobs. Caging
up such a desire limits not your colleagues only, but you as well.
If you want your most valuable team members to stay, you do need to
analyze how you treat them and find out what you shall improve. Be in course of
the current needs and mood, don’t forget to give them a thorough feedback and
to enhance their motivation to perform well and to develop their skills. And
always keep in mind: you need to make your best people want to work for you.
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