So you’ve assembled a great team to fill out your company or other type of organisation. Congratulations, that’s quite the accomplishment! But your work is just beginning. Now you need to keep your team running smoothly. A major part of this is ensuring your best and brightest stay with you.
Unfortunately, sometimes losing great employees is unavoidable. There are things out of your control that can drag them away, such as family obligations or career choices that have nothing to do with your organisation.
However, there are instances in which you as a person holding a leadership position can be the reason one of your team members leaves. If you and the other managers that guide your employees aren’t careful, you might find yourself becoming the root of the problem that causes good workers to explore different opportunities. Here are five things managers don’t do that can go a long way in explaining why good employees leave.
You don’t challenge them
One of the most common reasons people leave a job is because they don’t feel challenged. Mindlessly trudging into the office and filling a 7.5 hour workday with the same monotonous, mundane tasks can be absolutely soul crushing. It is up to you to continually challenge your workers, even if they don’t take the onus upon themselves to do so. Don’t overload them or stress them out (more on that later), but make sure you take an interest in developing their skillset. It will keep their work life fresh and rewarding while at the same time enhancing their abilities and helping your company’s productivity.
You don’t give them time to breathe
One sign of a good leader is knowing when to push and when to ease up on employees. Don’t have your team members going a million miles an hour at all times. You’ll burn them out and breed resentment, both of which can be prime factors for leaving a job. There will be times when you’re going to need to call upon your employees to go above and beyond the call of duty, asking them to stay late or miss out on important events in order to complete integral tasks. By not pushing them too hard on a daily basis, you increase their willingness to do this for you and keep them from dreaming of less demanding taskmaster bosses.
You don’t make them feel appreciated
Another key to employee retention is strong communication. This is especially true when it comes to verbalising your appreciation of their efforts. Good leaders know that good employees like to feel valued. Taking time to give a shout out to workers in company-wide emails, whether it be for a particularly good job on a specific task or for consistent brilliance, or speaking to your organisation to let those within it know they’re appreciated can help motivate staff and build strong connections between your company and your workers.
You don’t make them feel part of something worthwhile
Having some skin in the game can incentivise good employees to stay in their current role because they feel like they are working towards something bigger. This ownership doesn’t have to come in the form of actual stock options, naming rights or other proprietary means. It can be done by sharing your vision of the company’s future with each team member. Giving them a glimpse into how they fit into the overall picture and how their specific role contributes to the growth and success of your business will give them a sense of ownership over their domain. The sense of pride that comes with this ownership gives them yet another reason to stay.
You don’t treat them fairly
Keeping everybody on a level playing field is vital when it comes to employee retention. Your team members need to know that they will be taken seriously no matter who they are, who they know, what they look like and what they choose to do in their free time. That means you need to make your decisions based on merit and fit, not on who you like to have beers or share office gossip with. Knowing that their production will be the most important part of task delegation and promotion can be an important factor in keeping your employees your employees.
Knowing how to be a good leader and having a grasp on why good employees leave could be the difference between your best workers staying with you and them leaving for other organisations at the first opportunity. If you’re dedicated to keeping your team intact, think about how you can avoid making some of the aforementioned mistakes. For example, training and upskilling your employees by getting them together to learn at a Saxons training facility can keep them loyal when others come calling. Start thinking about such efforts to keep your team together today.