Everywhere you look online you will see articles about all the people preparing to quit their jobs. One article says 95% percent of employees will consider looking for a new job. The Spherion Workforce study released last week shows many reasons why, including lack of security, increased workload with no additional pay, and an inability to completely disconnect from work when on vacation or even when sick.
But a manager’s role is the most important factor. A Gallup poll of more 1 million employed U.S. workers concluded that the No. 1 reason people quit their jobs is a bad boss or immediate supervisor. ERC, Ohio’s leading HR organization, recommends 5 ways to engage employees to help retention. Numbers one and two involve training managers to pay attention to certain behaviors so that they can be addressed and holding managers accountable for retaining their best team members.
If you want to assess whether managers at your company are responsible for the loss of talent there are few questions you can ask yourself.
Have you heard of an employee who left to take the exact same job somewhere else for LESS money?
Have you learned about people leaving and saying that they would be a “better fit” somewhere else?
Has anyone ever told you they are leaving because they just have differing philosophies than their boss?
If you have, you might need to hire better managers.
The best managers are those that are going to take accountability. They will ask “What didn’t I do that resulted in one of my members wanting to leave my team?”
Do you have employees leaving for non-better jobs? Do you pay attention to the relationship between your managers and their teams? Do you train your managers and hold them accountable for retention?
