And what you can do to keep them…
It’s often said, “Employees leave managers, not companies.” While this statement is not always true, we find that supervisor/employee conflicts are a big part of turnover. A poll by Gallup supports this belief: They found that up to 50% of employees who quit cite their manager as the main reason. One cause is that, as employees get promoted into supervisory roles, they’re not appropriately trained in how to manage people, which can increase turnover. HR should take steps to ensure managers receive proper training on coaching and communication techniques.
People naturally want to work where they’re valued. Empathetic relationships between managers and employees can be the key to lower turnover and higher productivity. Employee turnover is extraordinarily expensive, so it’s important to take whatever actions you can to mitigate it.
Some specific reasons your top employees might quit include:
- Lack of feedback or coaching. Sixty-two percent of U.S. workers want more input on their performance, including 90 percent of Millennials who expect daily feedback. Executives and HR need to ensure their managers are partnering with employees to coach performance.
- Not feeling valued or recognized. Ensuring that employees feel heard and acknowledged can make a significant difference in morale and employee longevity.
- Lack of professional development. Your top talent is already great at what they do, but they want to continue developing their skills to become even better. Ensuring that professional development is a top priority at your organization will lead to top talent sticking around.
- Lack of communication. An indication of comfort level is the degree to which an employee feels comfortable going to their manager with any type of question. Honest, specific feedback from and to your employees in real time is important. Focus on direct, one-on-one conversations when possible.
Help your managers do more “Good” and less “Bad” and “Ugly.”
Both for managers and employees
Shine the spotlight. Give credit where credit is due
Make them quarterly instead of annual to provide more timely feedback
Bad for the employee, bad for the manager
Leads to mistakes and uncertainty
Can drive a wedge and make teamwork impossible
Prevents the development of a positive culture