The number one reason employees leave a company is poor management. And most of those who ever in such conditions can agree with this statement. Much really depends on the behavior of the manager.
Based on the experience of many subordinates, there are seven key behaviors that generate a strong desire among employees to leave their jobs:
1. Don't keep your promises
If a manager doesn't keep his promises, how can he expect someone around him to keep their promises? This behavior can create a culture that allows for a lack of accountability within the team. And the lack of accountability will lead to decreased team productivity. It will also diminish the credibility of other employees.
2. Ignoring ineffective workers
Negligent performers on a team can de-motivate good and great performers. They will influence the performance of others on the team, as well as the overall success of the team. The longer a manager waits to resolve this poor performance problem, the higher the risk of losing top performers.
3. The presence of irregular meetings
When managers choose not to have regular team meetings, they send a signal that communication between team members is not important. And when a team does not share information on a regular basis, chances are that its members are not included in key decisions, progress reports, and training each other.
4. Rejecting the opinions and ideas of others
Nobody likes “know-how is everything,” and when a manager dismisses the ideas of others, the message is sent that he or she is smarter than the others on the team. Over time, people will stop sharing their ideas and innovations, they will be closed., the manager will lose his competitiveness.
5. Micro-control
The manager believes that there is only one way to accomplish a task, and that he needs to make all decisions alone. People probably then turn to their boss to report back. Ultimately, such a manager will show others that you distrust other judgments. Many will begin to rely on the manager for all decisions, and the next thing that follows is that the manager will do all the work for his team himself.
6. Display of arrogance
The mere fact that a person is a manager does not make him a king (or queen). Is the manager able to simply negotiate with his subordinate? Or, unlike him, are employees always “the ones who make mistakes”? Arrogance can manifest itself in the form of being late to meetings and wasting time with other people. Bottom Line Effect: Arrogance shows disrespect for other people.
7. Not delegating effectively
As a manager, a leader's job is primarily to get the job done through the efforts of other people, which means he needs to be delegated. Many novice managers are faced with the problem of this responsibility, whether it is through planning or in real time.
Some managers actually see how delegating is risky. And the reluctance of the delegate is often driven by fear: fear, they lose control, lose their reputation as an "expert", or have to face the unknown. Remember that delegation is much more than task or solution; it requires an understanding of who to delegate; how much information needs to be shared; and how often to monitor a person's progress and status.
The tips are pretty simple. You should make a plan for how you can change your behavior as a manager to avoid the risk of losing top performers.
