An employee is often promoted to a management position due to their technical abilities and performance, not their leadership skills. That’s why, when faced with handling people, some managers have difficulties. Poor management is one of the most common reasons why employees leave. It may not be the sole reason why an employee decides to quit, but it still contributes to their decision to leave your organization. Read on to know how managers influence employee turnover.
How managers influence employee turnover
They fail to appreciate employees
You need to make your employees feel valued and appreciated. When they feel appreciated, they are more satisfied with their job, leading to higher productivity, loyalty, and reduced turnover. There are also a lot of ways to say “thank you” to your employees for a job well done.
So, when managers fail to show their appreciation, the employees lose their motivation. They’re also not committed or inspired to do their work, and, in time, will start looking for a position elsewhere. And a team comprised of underappreciated and looking for other work individuals will surely affect your business.
They take credit for others’ work
What could be worse than a manager not appreciating their team members’ work? A manager that takes credits for someone else’s efforts and blames their team members for failures. A good manager takes responsibility for the performance of the team, whether good or bad. So if the managers on your organization like to enjoy all the praise for their teams’ achievements and at the same time, throws under the bus their employees when something goes wrong, you can expect that those will affect your employee turnover rate.
They don’t communicate or has poor communication with team members
Managers need to communicate with their team members. Not only to relay instructions but also to effectively work with their employees. Their doors should be figuratively open to all their team members, and their team members should also be comfortable approaching them with questions, concerns, new ideas, and even criticisms. It’s also part of a manager’s job description to deal with workplace conflict.
So, if a manager isn’t available for their employees or don’t communicate and listen to them, they’ll most likely miss out on some valuable insights their team can provide. At the same time, their employees will most likely not communicate with them, further widening the rift between the manager and the team.
Another case of poor communication between the manager and the team is when the manager doesn’t provide realistic or clear directions. A manager is not just a boss, they’re also a guide and a leader to the team. If the manager doesn’t clearly define for the employees their responsibilities, it can lead to confusion among team members, leaving the work undone.
Micromanagement is when the manager closely observes and/or controls the work of their subordinates or employees. When a manager micromanager his/her team, the team members are not encouraged to grow and mistakes are not accepted. Unless everything is completed exactly as the manager wants, the manager won’t recognize it. This will lead to demotivated and frustrated employees.
Employees who feel suffocated with their manager will surely think about finding a different work environment. They would want an environment that would allow them to grow, accept, and use their ideas, and will give them the freedom and trust that they didn’t feel with their previous manager.
They don’t know or own up to their responsibilities
A common misconception of some managers is that because they are managers, they get to do less. But, the opposite is true. A manager has more responsibilities on his/her plate. If a manager fails to recognize his or her own responsibilities, it causes the team to not function properly. In the long run, people resent these kinds of managers and just aim to not interact with them anymore.
Some people say, “People don’t leave jobs, they leave managers.” This may true in some cases, but sometimes, the reason why employees leave organizations can be a mixture of factors. Still, it’s important to know how managers in your organization can contribute to this decision.