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Wednesday, October 28, 2009

Employees Leave Their Bosses

I was just re-reading Monday Morning Leadership in preparation for a meeting. One of the comments in there was about why employees leave a company. That caused me to do a little Google search where I found this post called "The Real Reason Why Employees Leave" on the IAAP (International Association of Administrative Professionals) web site.

The article references a study by the Saratoga Institute that says:

"89% of managers believe employees leave for more money. But, in fact, the survey found that 88% of employees leave for reasons other than money."
You know the #1 reason people leave a company? It's because of us, their bosses. People don't leave companies, they leave US.

Sure, there are a percentage of "job hoppers" out there who are never satisfied or who are looking for 25 cents more per hour. Most employees, though, want to be where they are valued and appreciated. They also want to respect who they work for. Come on, who wants to work for a boss who they have no respect for?

That's our job as bosses: to value our people and ensure they feel valued; to set clear standards and expectations that all can follow, including us.

What are some of the ways we can help our folks feel valued and appreciated?
  1. Communication: We regularly converse with our people. We don't just talk TO them, but we converse WITH them, keeping them informed soliciting feedback.
  2. Respect: If we want our team members to show us respect, we have to do the same for them. The rules that apply to them should apply to us, as well.
  3. Interest: We need to be interested in our folks and understand what's important to them. We need to learn their priorities and their goals. We need to understand what makes them tick.
  4. Management: One management technique DOES NOT fit all. We need to tailor our approach, at least somewhat, to the people we're supervising. That doesn't mean we're wishy-washy or vague, but it does mean that we understand the subtleties and individuality of each employee.
What other ways can we help ensure our people know they are valued? What other ways can we help them exhibit the respect they want to give and we want to get?

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