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Most leaders blame turnover on pay, competitors, or "entitled" workers. The reality?
People don't quit jobs -- they quit you.
That's because people don't work for companies -- they work for people.
A recent Gallup survey found that half of all American workers have left a job to get away from a manager at some point in their careers. Their research also indicates that managers account for at least 70% of the variance in employee engagement.
Here's what you're do that's driving people out the door (in no particular order):
Neglect-Employees who feel completely ignored are at high risk for drifting away. They figure if they never showed up for work again, you'd probably wouldn't even notice. If you want people to feel like they matter, then make it a point to interact with them, even if it's just to say good morning.
Micromanagement-Hovering over every move your team members make is likely to result in them considering other job opportunities. That's because employees want autonomy. They want the freedom to decide how their job gets done. By making good hiring decisions, you can prevent the need to over manage your staff.
Retaining toxic employees-Ignoring toxic employees who are creating a stressful work environment for the rest of the team will result in a sudden mass exodus. When you permit toxic behavior to continue, you're sending a message that you value the toxic employee more than the well-being of your team. If you've got a toxic employee (or two) on the team, manage them out. Do this today!
Lack of recognition and feedback-If you don't provide continuous feedback to your employees, especially when they're doing a great job, they'll seek recognition elsewhere. Don't dial it in with a simple, "Great job!" Go the distance and share exactly what they've done well.
The reason that leaders miss the signals indicating they are the problem is because upon exiting, employees often provide generic reasons for their departures such as, "I'm leaving for a better opportunity."
That may be true. However, somewhere along the line they made the decision that working for you was no longer working for them. Leaders must be willing to ask, "What prompted you to consider other opportunities?"
Here are some steps you can take to keep your best people:
Stay interviews-Conduct regular check-ins with your people. When doing so, ask questions like, "What were your hopes and dreams when you took this job?" Followed by, "Do you feel like your hopes and dreams are currently obtainable?" If someone hesitates, ask, "What do you need from me to make your hopes and dreams a reality?"
Improve your leadership skills-Don't buy into the myth that leaders are born. They're not -- they're made. Make it a point to continuously improve your leadership skills by reading management books, taking classroom or on-line management courses, and engaging a coach to help you boost your leadership skills.
Lead like you care -- not like you're in control-Give your people the space to make mistakes and provide guidance where necessary. Recognize people routinely and not just at review time. Be compassionate when an employee is dealing with a personal crisis.
Fix burnout before your employees burnout-Set boundaries in terms of work hours and resist the temptation to send emails or texts after the workday ends. Monitor the workload to ensure its manageable.
Most turnover is a mirror reflecting your leadership, not the market. Ready to stop the exodus?
Run a stay interview this week, give real feedback, and balance out the workload.
Because when people quit, they're sending you a message. Ignore what they're saying at your own peril.