It’s commonly known the best talent will quit a company over management’s behavior. Indeed, employees quit their bosses, not the company.
Consequently, we hear a lot of advice for managers.
To alleviate issues in the workplace and to improve an organization’s culture, managers are warned to learn how to coach employees, partner with them to improve morale and to stop micromanaging.
All of this is fine and good.
However, what about the other end of the spectrum ?
Bosses who lack managerial wisdom or who are too fearful to hold employees accountable are guilty of under-management.
A boss who doesn’t manage fails to earn respect of employees, especially the best workers.
Generally, top-notch employees want a manager to engage them, to be accessible, reprimand poor-performing coworkers and to recognize excellent performance.
Specifically, ineffective bosses ignore or mismanage these issues:
Uncertainty whether employees are happy
It’s the boss’s fault when there’s uncertainty over employee satisfaction.
A good manager knows how to determine which employees are most-likely to quit.
In addition, proactive managers implement ways to create a fun, high-performance culture.
Not knowing when to reward employees
A great manager walks the floor twice a day to engage employees and to look for excellence.
Such a boss knows how to inspire employees with non-financial rewards.
Also, budget-permitting, a well-designed and enlightened compensation plan incentivizes productivity and it helps to retain high performers.
Prevent and solve conflict
It’s a given that workplaces suffer in teamwork as a result of personality conflicts.
An effective manager will spot problems right away. For the team’s high performance, they manage conflict.
In larger companies, other departments sometimes burden a manager’s employees unnecessarily.
It might be in coercing their non-department employees to perform their work, asking for too much support or compelling them to address unreasonable deadlines.
Effective managers know the necessity of the c-word, or courage to object to such interference. That’s a characteristic of effective managers.
Employees aren’t aware of priorities
The manager expects employees to perform. But they can’t be high performers if they don’t understand the vision or objectives of their boss.
A company cannot grow without productivity. Indeed, scaling a business starts with effective management.
Employees aren’t achieving goals
Employees deserve to know three things:
- What’s expected of them
- How they’re doing
- What’s in it for them.
All of this reminds us about the necessity of avoiding errors in evaluations.
The use of the right goal phrases in a well-written set of performance goals helps to motivate employees and helps them to focus better on their responsibilities.
Not understanding employees’ professional goals
Strong business growth starts with a strong culture and team. The best managers are aware of their employees’ goals.
Even self-motivated employees need and appreciate help from their bosses. In turn, bosses owe it to the company to motivate employees for high performance and to prevent turnover.
To accomplish this, one of the best management ways is to help employees grow professionally.
From the Coach’s Corner, here are more strategies for success in human resources:
Human Resources — Red Flags You’re Losing an Employee – In employee retention, you never have to be surprised again. There are common traits among employees who are likely to quit — even those who are secretive about their plans. Surprisingly, workers who are reading job listings in non-work hours, leave work promptly at the end of the work day or who start taking more vacations — aren’t necessarily going to quit.
4 Reasons Why New Managers Fail in Human Resources – Best practices guarantee success for new managers. Not to over-simplify, here are the four solutions that will help new managers succeed.
Human Resources – Slow Motion Gets You There Faster – Pictured in the Warner Brothers’ movie, “To Have and Have Not,” Hoagy Carmichael is credited with coining the phrase, “Slow motion gets you there faster.” The phrase is apropos to get higher performance in human resources. Here are the reasons and strategies for hiring over-qualified employees.
As Tech Disrupts, HR Strategies to Meet Future Staff Needs – Tech innovations such as artificial intelligence, 3D printing and driverless cars threaten businesses that already have challenges in human resources. It’s critical to identify the future skills and roles companies will need in their staffing, and to make needed changes. Here’s how.
16 Best Practices to Stay out of Legal Trouble with Employees – Generally, in human resources, companies find themselves in legal hot water because they inadvertently make mistakes with their employees. It’s important to triple down on preventative measures and responses to legal hazards when necessary.
“There’s an enormous number of managers who have retired on the job.”