Avoid common mistakes of supervisors
Is employee turnover a constant problem at your company? Frequently, high turnover can be traced to mistakes being made at the supervisory level. Worst of all, the problems may easily be fixed, either through greater effort or a slight change in perspective.
With that in mind, here are 10 common reasons why employees leave their jobs. One or more may apply to your company.
Reason #1: They are overworked.
It may be time to lower expectations if good employees keep leaving because of the workload. That is not to say you should adhere to a rigid 40-hour workweek, but requiring substantially more time, especially 60 hours per week and up, is ultimately counterproductive.
Reason #2: Supervisors do not recognize contributions.
It may sound trite, but virtually everyone enjoys getting a “pat on the back” every now and then. Supervisors should recognize the needs of valuable employees and respond in kind.
Reason #3: They are not properly rewarded.
For many workers, it’s a case of “show me the money.” Employees should be compensated in line with their performance. If they are not, they will likely walk away at some point.
Reason #4: The boss does not care about workers.
Supervisors do not have to be best friends with employees—in fact, it is usually better if they are not—but professionalism should be balanced with sensitivity. Show employees that you really care during both good times and bad.
Reason #5: Promises are unfulfilled.
If you make a commitment to an employee and keep it, this will breed loyalty. However, reneging on a promise, be it a salary increase or some other accommodation, can lead to distrust and resentment.
Reason #6: New hires and promotions reflect poor judgment.
Good people want to work alongside other good people. It is discouraging when new hires do not measure up. Even worse, if the wrong people are promoted, it sends a negative message, especially to someone who believes he or she was wrongly passed over.
Reason #7: There is no chance of advancement.
Managers cannot expect employees to stay on the job if there is no possibility of growth, either financially or intellectually, or both. Establish a logical career path that can be followed.
Reason #8: They are not inspired.
Smart supervisors know how to tap into the enthusiasm of their workers in order to bring out the best in them. Giving employees the chance to explore their passions is a strong motivator, while failing to do so may actually decrease productivity.
Reason #9: They are not properly trained.
How can you expect employees to do a good job without adequate training? When you simply throw new hires into the deep end of the pool, some may swim but others will sink. Similarly, additional education can lead the way to advancement.
Reason #10: Their jobs are mundane.
Doing the same thing day in and day out gets old very quickly. Even for jobs requiring a routine approach, try to unlock the creativity of workers and challenge them to do better.
There are no absolute guarantees, but addressing these issues may reduce a high turnover rate. At the very least, it may ensure that new hires stay longer.