The latest global employment trends have shown that the average tenure for employees is just 1.5 years, a stark difference from the days when people typically retired from the same company in which they began their career. So, why is there so much attrition in today’s businesses?
Is it the increased competitiveness, lack of job satisfaction or security? If none if these apply, there is an old saying that employees don’t leave a company, they leave their managers. And it is apparent that a growing number of employees are leaving their managers even during a recession which says a lot.
While the real reason why employees leave their jobs is highly situation-dependent, there are a number of cases where reliable and astute employees leave a job simply because they can no longer stand the arrogance, hypocritical nature, and impudence of their reporting manager. It’s actually quite shocking how so many managers and young businessmen complain about their best employees, who eventually leave because they’re being offered nothing in return for their dedication.
So, let’s take a look at some of the reasons that make quality and impressive employees leave because of their managers:
- They don’t Care
That’s right, it might sound very emotional, but it’s not. Over 50% of employees who quit their job do so only because they boss doesn’t care about them. This is particularly true in the case of marketers, who are often caught between customer demands and managerial pressure to sell products and services. Most of people who leave their jobs do so because of their relationship with their boss.
Any smart manager knows that his/her role is a psychological one, and they need to empathize with and accommodate their subordinates’ needs. It is wishful thinking to assume that a person will invest 8+ hours of their day working for someone who doesn’t care about them.
Have you seen the movie Horrible Bosses!? The Kevin Spacey character was a perfect example. He did not care one lick about anyone that worked for him at that company.
- Failure Develop Employee Skills
Every stellar and adept employee works with the aim of improving themselves so that they can get into a better position, and a decent manager is supposed to ensure that happens. In hindsight, managers tend to pay less attention to their best employees, assuming that they’re doing their job and don’t need attention or training.
The problem is that management has a beginning, but it has no end and needs to be continuous, and it is the job of the manager to constantly train and mentor their best employee. This not only helps the employee expand their skill set, but also allows them to build a better future for themselves.
- Recognizing Contributions & Hard Work
Another grave mistake committed by managers is when they get exceptional results from an employee and fail to recognize or acknowledge their efforts. Sometimes, it has nothing to do with monetary compensation because a good employee might want nothing more than a pat on the back or a motivational email from their boss. It is important to recognize and reward quality and hard working employees for their efforts so that they remain loyal and motivated.
- Failing to Engage Creativity
The thing with all-star or exceptional employees is that they tend to make everything around them better; in the form of better work processes, increased efficiency, or even better team work. The problem with most managers is that they don’t allow their best employees to actually change any part of the system. They might not be part of the management, but ignoring a fantastic employee who has supreme ideas and wants to be heard, is a recipe to see that employee lose interest in the company’s goals.