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Fix Faults to Stop Staff From Fleeing
E. Carol Webster, Ph.D.
Copyright © 2007
Most bosses want to be liked and few intentionally mean to cause valued
staff to start heading for the door. Turnover is costly for any company
and, even if employees stay, they’re unlikely to perform optimally when
they hate working for you. Plus, their contempt can taint the workplace
for others. So if your employees are running from you or – worse yet
–taking new jobs to get away from you, it’s time to do something about
this. Yes, it’s true that you have a right to your own personality, good
or bad, but you’re there to do a job and you can’t alienate the
company’s workforce. Be an effective leader and take the steps necessary
to keep the best people on your team.
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What’s the Problem? |
Before you can do anything about your attitude or management style, you must
understand how you’re coming across. Formal surveys and 360 evaluations are
popular ways to determine how your employees and superiors view you and
whether other organizational factors are at the root of the problem. But
even without all that, take the time to ask for feedback yourself. Invite
people to be candid. Some will. Many won’t. But you’re likely to walk away
knowing more than before about why people are fleeing from you.
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What’s the Solution? |
You may not be able to make everyone happy but at least ask what they feel
would improve the relationship with you, in particular, and with the job, in
general. Are you micromanaging? Why do you feel you can’t let go? What does
your employee need to do to increase your confidence in his or her ability?
Are you too critical? Why do employees fail to live up to your standards?
When you discuss this with them, you may be surprised to learn that many
aren’t really sure about your expectations. Having frank discussion about
this sets clear direction for everybody.
Are you a tight-wad emotionally or financially? Your staff needs to receive
positive reinforcement for the things they do well – especially if your
style is to be critical. There must be some balance. Many bosses expect a
great deal, but scrimp on office perks – causing employees to feel
undervalued and unappreciated. Lighten up. Give praise liberally. Dole out a
few goodies. Flexible scheduling may be a great reinforcer for some.
Tangible rewards may work better for others. Recognition usually works well
for all since most people enjoy being complimented, even if they’re
hard-pressed to admit it openly. And don’t forget the little “nothings” that
say a whole lot. Souvenirs from your vacation for staff. Treats for the
department “for no particular reason”. And dig into your own pocket if you
have to. It’s no secret that you earn more money than your employees and
they often resent that you’re not more generous. Host something special when
they’ve performed well. Nothing breeds success better than success, so take
care to show your appreciation.
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Be Consistent |
Fostering employee retention is an ongoing process. Don’t confine your
contact to team meetings, retreats and special events. Everyday
communications go a long way to helping staff understand you and your
expectations better and help you understand them and what they
need to feel good about working for you. Give your personal touch. Pick up
the phone. Stop by. Make it your business to interact with employees on a
regular basis so that the relationship grows.
Don’t be the boss that employees run from. Fix the faults that cause them to
flee. Responsible leadership means making tough changes for the good of the
workplace. These changes will be good for you personally and professionally,
too.
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