29 May 2008
Why Do Employees Quit?
Over 20 percent, one-fifth of employees who choose to leave a position do so because of poor management.
These “voluntary employee exits” can be reduced and good employees retained with good management practices.
Kathy Albarado, President and CEO of HeliosHR quotes the Society of Human Resource Management retention study in Washington SmartCEO, May 2008.
Good managers have similar characteristics. Albarado writes,
Strong Managers demonstrate the ability to:
Clearly communicate performance expectations.
Persuade, understand and stimulate action.
Give and receive timely feedback to reduce error in communication.
Recognize appropriate media for communication.
Leverage their interpersonal influence in developing and motivating direct reports.
Take accountability for …their behavior.
Hold…employees accountable.
Effectively build teams.
Manage conflict.
Generate results.
Employees must know what is expected of them. This seems obvious, but clients and students constantly tell Your Business Blogger(R) of being surprised when an employee evaluation is conducted. The employee is surprised because s/he didn’t see the criticism coming. And the manager is surprised that the employee is surprised.
This is not the employees fault.
This is poor management. Of which Albarado writes.
No one likes to be blindsided. Not the staff. Not the boss. Bad news does not get better with age — conduct an interim “evaluation” to correct employee performance. You’ll need to do this for a paper trail if the subordinate might be terminated.
For more on team building see,
Teamwork & Rowing: 2008 National Scholastic Championship, Oak Ridge, TN.
The strongest collection of individual contributors may not produce the best team.
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