When joining an organisation, no or most employees ever think of quitting their job abruptly. What could be the reasons why good employees leave their jobs?
Sometimes, it can be a personal issue, company culture, compensation, or job satisfaction, but most of the time, it is a managerial issue.
So, what are the top 9 things managers do that make good employees quit? Let’s get to know it from the experts of the best job portal in India.
If you are a newly promoted manager wanting to excel in your role by fostering a meaningful employee-manager relationship or an experienced one wanting to keep your good employees in the organisation for the long run, you should know this.
9 Things Managers Do That Makes Good Employees Quit
1. Lack of Appreciation
It is no physics to understand that almost everyone wants to be appreciated. Employees who don’t feel valued by their employers or managers are most likely to quit. For example, not getting the desired compensation or promotion can be a reason for good employees to quit their jobs.
However, money or authority is not always the only reason for quitting their jobs. Not appreciating their efforts when they do something good or meeting their targets or deadlines on or before time by all their efforts can be another reason for employees to quit.
2. Not Trusting Employees
Another and one of the most common reasons employees leave their jobs is the lack of trust from the manager’s side. For instance, micromanaging them leads to infinite questioning and loops of meetings for the simplest decision-making.
Most employees, especially the seniors, don’t want this level of interference in performing their tasks and duties for which they are well qualified. The constant pings on their mailing inbox or office chats leave them irritated and anxious, causing high levels of stress. Everyone needs guidance, but it’s also crucial to trust your employees for the work they are getting paid for.
3. Poor Leadership Skills
One of the major setbacks for an employee is working under a manager with poor leadership skills, yet another reason to quit their job midway. That is to say, they are not good at communicating with people, or they might fail to provide regular constructive feedback.
Having a manager without the desired skills may result in a toxic work atmosphere for employees, especially if they cannot motivate or provide a well-structured and enjoyable work environment. It can hugely influence staff choosing to leave.
4. Not Recognising Progress
Talented employees are passionate about excelling and have clear ambitions about their career path. Not recognising and supporting skills, talent, and creativity often means waving off talented employees by yourself.
Employers should work on encouragement and development by providing opportunities to grow and excel through workplace training, promotions, and other respective areas if needed. Not investing in talented employees and not encouraging them to polish their skills and talents to excel as an individual is a common reason for high staff turnover.
Instead of staying in a dead-end job which is not intellectually challenging, talented employees prefer to look for further opportunities that allow them to work on themselves and become what they always wanted to be.
5. Not Respecting Employees
What is the biggest blunder a manager can make that can push their most talented employee to leave? The answer is not respecting them as an employee and treating them as individuals. Showing respect and valuing them is equally integral in creating a great work culture and a positive experience and retaining them for a long time.
Ignoring valid suggestions and complaints or not addressing the key issues are some ways of doing so. It also means not recognising their hard work or achievements and even taking credit for other people’s hard work. Employees (and every individual) want to be respected, and if they feel their manager doesn’t care about giving them the respect they deserve, they often leave.
6. Setting Unreasonable or Unrealistic Expectations
Setting unrealistic and unreasonable expectations is a recurring reason for unhappiness in employees, which often makes them leave their jobs. This could be anything, for instance, assigning them too many tasks and responsibilities or expecting employees to perform tasks not in their job description.
Expecting employees to outperform without recognising their efforts is another reason for their resentment. A healthy work-life balance is critical for everyone. However, managers ask their employees to work for longer hours quite often. If it continues, it can eminently increase the chances of employees leaving.
7. Indulging in or Promoting Office Politics and Gossip
Politics and gossip are among the biggest threats to a business and its top performers. Therefore, as a manager, if you let office politics and other blame games emerge in your workplace, you may lose to good people from your team.
So avoid entertaining office gossip and politics in your workplace. Find out the spreading of unnecessary office gossip and dirty politics and identify the source or sources as soon as possible.
8. Hiring or Promoting Wrong People
Every employee wants to work with like-minded people and get fair opportunities based on their performance. However, if a manager shows favouritism by hiring or promoting the wrong people in the team, it can be a highly demotivator for the individuals working alongside them.
When good employees get forced to work with or under someone who does not get along with their ideology, work style, and set boundaries, they choose to quit.
9. Not Honouring Your Commitment
Being a manager can be difficult, particularly if you don’t know how to deal with individuals with different perspectives and work styles. It’s where your team-building skills get testified. However, your foremost step to becoming a good manager relies on sticking to your commitments.
Never make a commitment you cannot fulfil or which is unrealistic. Being a manager attracts loyalty and belief of employees towards you. If you make vague promises, you will appear dishonest. So, when your employees find out that you cannot keep your commitments, why would others?
Conclusion: Build a Strong Team with Remark – The Best Job Portal in India
Now that you know what you should avoid as a manager, focus on what you can do to retain your top performers. If you have made the same mistakes as above and are dealing with a shortage of talented staff, try Remark – the best job portal in India.
Find the best fit for your organisation and team, and keep excelling.