Tackle Turnover - Presley & Partners - Presley & Partners


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Tackle Turnover

December 12th, 2018

What managers are doing to make good employees leave

Turnover is a small business manager’s beast of burden. Retaining good employees is one of the biggest challenges, no matter the industry. Interestingly enough, many experts claim that good employees don’t quit jobs, they quit managers.

There are several things that you may want to cover and recover with your managerial staff. Simple things, that when not handled correctly, can lead to the loss of one of those well-polished and valuable employees. Try and tackle the turnover by getting out ahead of these missteps.

Firstly, rethink your rules process. Rules are a necessary evil, however, cut down to the bare minimum, whenever you can. Arbitrary and poorly imposed rules both tend to cause good employees to constantly feel micromanaged, or even punished.

Make sure your managers are valuing the time of their employees, and that they are simultaneously making themselves available and approachable. Take part in the meeting scheduling and ensure that each one is necessary and an efficient use of time.

When a good employee notices that the poor performance of others is going unnoticed or unaddressed it becomes frustrating. Over time they develop the feeling that if no one else cares, why should they? It’s one of the first steps to a star employee starting to lose their spark.

No matter the industry or role, treating employees like they are replaceable is detrimental. You need to nurture and value their skills as well as their contributions. It’s much more than saying “good job” here and there. They employee needs to know that the success of the business has as much to do with their hard work as anyone else’s.

Failure to challenge is another huge problem. While a manager may be busy implementing rules, and reprimanding employees, they may be failing to recognize growth opportunities. The good employees get bored- they are ahead of the curve, completing their tasks and eager for more. Make sure they are being given that chance, challenging them both intellectually and professionally.

Good employees usually are also filled with possibility, eager to have their creativity nurtured and utilized. It is a manager’s job to stimulate that need. Ignoring it allows the employee to slowly disengage from their commitment.

Lastly, the most obvious but also the most important, you must train management to best reward hard work, to offer positive reinforcement, to say “great job”, to say “you are valued” and to show it in any way possible.

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