They say that people “don’t leave jobs, they leave bad managers” and various studies have found this to be true. According to a Gallup report, disengagement and employee burnout are becoming two of the leading factors for high employee turnover rates for many companies. The cause of this most commonly comes down to employees not having a good relationship with their manager in the workplace.
Many company leaders often fail to recognize the impact that their management style can have on employees. Especially when it comes to talent retention. As a leader or manager, your role is to steer the ship and provide the pace for your employees. In order to do this, you need to be able to effectively communicate with and build supportive relationships with your team.
Disengaged employees often cite feelings of underappreciation and lack of regular feedback from their managers as their main drivers to change roles. And, with nearly half of the current workforce being open to job opportunities, employee turnover can only rise if things don’t change soon.
The role of a leader is a tremendous undertaking and, very often, people in these roles do not receive adequate leadership training in essential soft skills. While not everyone may be born to a leader, that isn’t to say that you can’t learn how to be a good mentor for your employees.
As a manager, it is imperative that you are focused on the employee experience that you create for your team. Studies have shown that toxic bosses can cause detrimental damage to the company culture and ultimately lead to unhappy employees.
To make sure you avoid becoming a toxic leader, we have listed the top leadership and coaching mistakes that should always be avoided:
This is a new mistake which has been growing rapidly in many organizations. Many company leaders have been going back to the traditional view of the leader as being fully in charge. Yet, many employees want to be included and know how the company is performing.
Employees enjoy being given the opportunity to contribute their insights and ideas as part of the decision-making process and team meetings. When this inclusion is not provided and the company leader doesn’t involve employees, a disconnect between staff and management occurs.
This disconnect ultimately leads to negative feelings being triggered on part of the employee and disengagement. If this happens, modern day employees will not be hesitant in leaving for another job opportunity and contributing to employee turnover rates.
A sign of a good leader is having the ability to actively listen. One of the main causes of negative emotions among employees is the feeling that their voices and concerns are not being heard by their managers.
Company leaders can often get so caught up in the nitty, gritty everyday responsibilities that come with the job, they fail to make time for their employees. Even if you have an open-door policy with your employees, if you are not staying true to this, it will have a direct impact on your team members.
Making the mistake of not communicating with employees in regards to their concerns and actively helping them to resolve their issues is a major leadership mistake.
One of the rising causes of high employee turnover rates is due to employees not feeling adequately valued in their position. Employees need to know that their contribution to the success of the company is appreciated. Without this, it is very common to see a decline in employee productivity and performance levels.
Lack of appreciation from company leaders has a lasting negative effect on an employee. The impact of underappreciated employees on your company can be extremely costly. According to a Forbes report, up to 66% of employees would be quick to leave their jobs if they felt that they weren’t receiving the recognition that they deserved.
It is vital as a manager that you recognize and celebrate your employees’ wins. Regardless of how big or small. Taking the time to appreciate the work that they do and the effort that they put will go a long way in boosting employee morale.
Nothing dilutes employee-leadership relationships faster than inauthentic employee feedback or no feedback at all. Part of being a leader means communicating with your employees on a regular basis to provide honest and constructive feedback.
Even negative feedback is more valuable to an employee rather than a leader’s silence. There are many ways that managers can provide effective feedback to their team in order to help them become more productive, overcome obstacles and feel valued in their role.
Lastly, if you want to be a good leader and reduce employee turnover, then it is important that you pay attention to employee development plans. Each employee has their own personal development plan when it comes to their career marking the goals they wish to achieve. When these goals are ignored by leaders, it can cause employees to feel disrespected.
As a manager, you need to be able to support your team members in achieving their personal career goals as well as company objectives. Listen to their aspirations and work with them to ensure their efforts are going towards tasks that will help them to achieve their career goals.
Talent retention is a top priority for many companies but without the right kind of management style, this can be difficult to maintain. Sprigg’s online talent management solution supports you in your leadership role by giving you access to tools such as continuous feedback, performance measurement and development planning.
Interested in learning how about how Sprigg can help you reduce employee turnover? Get in contact with us today and request a free demo of our services.