Let’s say you’re watching an episode of Dr. Phil where someone is describing a person in his or her life that yells, is rude, blames everyone else for mistakes and expects others to jump 24/7 whenever it is demanded.
“Well, you need to tell this person that that dog won’t hunt,” Dr. Phil might suggest.
You agree with Dr.Phil, calling out your own advice to the television. “Leave the jerk!” you yell at the screen.
But what if that person being described is….you? And the person complaining about the treatment is one of your employees?
Things may suddenly seem much different.
Behavior we would never begin to tolerate in our personal lives is often something we demonstrate at work because we don’t recognize how destructive it can be to morale or we feel it gets results. Employees may not complain to you directly because they fear losing their jobs.
But it’s estimated by the Hay Group that average employee turnover rates will increase from 20.6% to 23.4% in the next five years. That means that top performers may quickly make an exit from bosses who make the workplace miserable – or even slightly unpleasant.
People leave managers
A Gallup poll of more than 1 million employed U.S. workers found that the top reason employees quit their jobs is because of a bad boss or immediate supervisor.
“People leave managers, not companies. In the end, turnover is mostly a manager issue,” Gallup reports.
What many managers may not realize is that what they consider “tough” management techniques they believe necessary to get results are actually poor strategies that lead to turnover and poorer performance. Specifically, Gallup finds that poorly managed work groups are on average 50% less productive and 44% less profitable than well-managed groups.
If employees are taking off from your department faster than others, you can bet your performance will be called into question by the higher-ups, and your job could be threatened.
So it’s time to break the bad habits that are making you a terrible manager. Here are 10 things that you’re doing to drive employees out the door:
- You make them work terrible hours. It’s not enough to put in eight or 10 hours at the office. You make them answer emails or phone calls at night and on weekends. You don’t think they need a day off after they’ve returned exhausted from business travel across different time zones. In a survey by NPA, 41.5% of workers say they were motivated to change employers because of issues like job travel and hours.
- You make them scapegoats. You can’t have the big boss (read more here)
There are only 3 main reasons why an employee quits his job. First is uncomfortable working environment, second is annoying coworkers and lastly is a difficult to deal with boss.
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