Source | LinkedIn : By Donn Carr
“People work for people – they do not work for businesses” – Donn Carr
This has been my mantra for as along as I can remember. The message is so simple, full of truth and direction, yet it is consistently ignored by human resource departments, managers and owners alike and they wonder why their turnover is so high or they are always having to look for new people. The problem is with the managers – and seldom the employee or the quality of the workforce. This has been proven and well documented by study after study.
I don’t think this happens on purpose, most managers I meet have never been taught the art of developing people. Many rose to the rank of managers simply because they outlasted the last one and this lack of people training leaves the new manager with the only experience they know – to mimic the old boss.
This does make perfect sense when you think about it. All I should have to do is mimic the actions of the outgoing boss or the one above them. It should not come as a surprise when we see our managers yell or threaten their employees, make promises they won’t keep, or lead by the old adage “Do what I say and not what I do” failing to set the example or even clearly give expectations. After all, that is what the old boss did.
If you or your organization is experiencing high turnover or even more turnover than you would like, start with examining yourself and how you interact with your team. Here are nine proven reasons guaranteed to cause good employees to quit. Any one of them alone starts the process – if you find three or more you have some serious work ahead of you to correct.
1. The Employees are Over Worked. In start-ups this happens all of the time and the managers simply do not see the handwriting on the wall. Talented employees love to contribute and will produce more, however if you plan on having them do more you best be prepared to increase their status as well. Talented team members will not stay if their job suffocates them in the process.
2. Employee’s Contributions Are Not Recognized or Good Work Rewarded. I cannot emphasize this one enough. Never underestimate the power of a pat on the back, a thank you, or a “great job” comment. This is especially true with your top performers who are self motivated. It is much too easy to take their drive for granted – don’t.