![]() You don’t want a manager on your team who is interviewing and considering alternative employers, do you? Such a manager will not be committed to their work and this lack of commitment may drive the high performers in the team to look elsewhere for employment.ģ. You can also give them a chance to update their skills so that they are in tandem with the latest developments in the industry (employees can sniff out an incompetent manager from a mile away!). Managers are also employees of the company and you should ensure that this important group of employees is satisfied before you can expect them to do a good job of leading others.įor example, does the company give supervisors and managers ample opportunities to grow professionally (or otherwise) on a continuous basis? Pay attention to their needs as employees and their commitment to their duties will reflect in the way they lead their teams. Ensure Your Managers Are Satisfied As Employees Do you pick the employee who has stayed the longest with you? This is as wrong as selecting someone who does a wonderful job using their technical skills.Ĭhange your selection methods and modify how you train managers so that their orientation shifts from people who bark out orders to leaders who coach those they lead.Ģ. Your starting point if you want to stem the tide of employees quitting their managers is by reviewing how you select managers at the company. There’s no prize for guessing that they were disasters as managers! These people got into management on the basis of their technical skills yet they often lacked the soft skills needed for one to excel in a management role. Startups would look at their key performers from a technical point of view, for example, the best coders, and then promote them to management positions. In the recent past, the tech industry provided examples of how not to select managers. The people you assign management roles need to be suited to those positions, or else employees will start quitting. Here are 5 Steps to reduce turnover in your business. The big question now becomes, what can you do to prevent your employees from quitting their managers? We have some suggestions below that can help you to make your employees and managers more engaged so that massive turnover rates become a thing of the past. This confirms what has always been said that people don’t quit jobs, they quit managers. Numerous studies have all shown that the top four reasons why people quit their jobs are connected to management.
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