A recent study came in with surprising results, and that is that in many cases when a good employee leaves a company, it is not that they are unhappy in the company but rather it is directly related to their relationship with, and how they are treated by their direct manager. The same applies for why a good employee stays in a company, and that too in many cases has a lot to do with their direct manager.
There is so much emphasis placed by companies on retaining talent, in terms of providing better training, a good work environment and a great career path, but what is so often overlooked is that those in management positions can be a problem and costing companies their star employees.
Managers can overwork their good employees. They burn them out, without even knowing they are doing it. Managers are often also under pressure and for this reason, over utilize their star employees. Because they are good at what they do, managers overload them with work, resulting in their employees feeling overworked, undervalued and mistreated.
Some managers also micromanage. Managers need to remember that employees that feel empowered are more likely to take ownership and succeed, than those that are micromanaged.
There are also managers who manipulate their employees, they lead their employees to believe that if they do what told even if unrealistic, they will be rewarded with promotions, or salary increases, they dangle a carrot in front of their employees noses, but change the goal posts and leaves the employee feeling manipulated and disgruntled.
Managers need to understand the power they hold over their employees, and that when this power is used appropriately, they can motivate and inspire their employees, however when they abuse their power they bring down morale, and create resentment, which will result in a high staff turnover and ultimately cost the company in terms of productivity.
Companies when faced with a turnover problem need to look carefully at their managers and supervisors. Money counts, and is a very important factor in any employee’s career; however what is equally important is how the employee is made to feel and how valued he feels, and so often the first line of contact in this regard, is through their direct manager.
Many employees also do not speak up, as they are worried it may be held against them, and for this reason, they so often suffer in silence until they cannot deal with it anymore and dust off their resume and start job hunting. They will often leave a company and the company will be none the wiser as to why they have really left. One of the reasons employees are prone to keeping quiet about the real reasons for their leaving, is they are worried that they will get a bad reference from their manager, if they speak up.
A good way for employers to get the bottom of the reason why employees are leaving is by having exit interviews. These exit interviews are confidential, and normally conducted by somebody in HR who is neutral. Employees are far more likely to open up about what is really going on; if they know what they are saying is confidential, and that it is not going to be held against them.