It's people, not companies, who want to leave when employees quit. Watch out for middle managers who force your best employees out!
It's people, not companies, who want to quit.
For whom does the employee quit?
An estimated 65% of employees quit
It's your manager
We often say employees quit their jobs or fire the company, but in fact they fire the leader.
"Companies" don't do things against them; "people" do.While problems with co-workers sometimes cause them to quit, their immediate supervisor is usually the one who really pushes them to leave.
Many leaders make a good first impression on employees, which makes employees more optimistic when they start a new job. They want to get on with their new job.
But over time, they will see their true colors through the pretence of leadership.
What kind of people do employees quit for?
01
People who despise them
We all like to hear nice things and want to be praised by others.However, many people are not appreciated and recognized at work, but will be looked down upon.If our boss is domineering, disdainful or insulting, it can have disastrous consequences for our relationships, including our work relationships.
In Blink, the British-Canadian author Malcolm Gladwell wrote:
John Gottman, a relationship expert, can accurately predict the success of a couple's marriage from their conversations.
What indicators does he use to predict marital breakdown?
The insult.
If one partner always insults the other, the marriage is bound to break up.
We cannot elevate the value of those we despise!
If we don't have respect in our hearts, we won't respect others.Why is that?
Because what we think inside is bound to show up in our actions.
As Far as I can see, once leaders belittle their subordinates, they will manipulate them, objectify them and disrespect them.It is absolutely inappropriate for the leader to do so.
So, is there a solution?
Find value in your employees and show that you appreciate them.
Leaders are usually good at spotting value in an opportunity or a deal.They need to have a similar ability to treat their employees, find value in their subordinates, and praise their contributions.
They may contribute value to customers by making products or providing services, to the overall value of the company, or to enhancing the performance of their colleagues.
If you can find something to appreciate about them, they'll feel good about working for you.
02
A person who is not trustworthy
Have you ever worked with someone you didn't trust?That must be a tough feeling.No one wants to work with someone they don't trust.
However, a survey by Manchester Consultants shows that trust in the workplace is waning.They found that leaders quickly lose the trust of their subordinates when they encounter the following problems:
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Inconsistency between words and deeds
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Put your own interests above those of the group
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Withhold information
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Lying or talking half true
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conservative
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The breakdown of trust between leaders and subordinates is like the breakdown of a mirror.Throw a stone at the mirror and it will break.
The mirror is cracked, though it may stick to all the pieces it picks up.The more cracks, the more distorted the image becomes.Similarly, without trust, it is difficult to heal the cracks in a relationship.
In addition, the survey also showed that the following are the best ways for leaders to build trust in their employees:
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Maintain integrity
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Communicate your vision and values honestly
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Respect your employees and treat them as equal partners
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Put shared goals before personal goals
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Do the right thing regardless of personal gain or loss
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As a leader, building and maintaining trust is about integrity and communication.If you don't want people to leave you, trust them consistently and honestly.
03
An incompetent person
I often hear people complain that their boss is not a good leader.Whether it's a worker on the factory floor, a sales person, a middle manager, an athlete, or a volunteer, everyone wants a leader who is competent for the job.It is competence, not charisma, that gives leaders the confidence to their employees.
Incompetent leadership distracts the team, wastes employees' energy, and prevents them from focusing on the main issues.
Instead of focusing on vision and company values, they focus on the behavior of the leader.
If a subordinate is very capable, he or she will worry about whether the leader will screw up the work.If subordinates are weak or inexperienced, they don't know what to do.
In both cases, employees are less productive and less productive.
An incompetent supervisor cannot lead a strong employee for long.The "law of respect" in the 21 Law of Leadership states that "employees will naturally respect leaders who are better than them."A 7 out of 10 leader will not follow a 4 out of 10 leader.They quit, move on, and find someone who can lead them.
04
Insecure people
Leaders value employees, integrity, and competence, so do employees want to follow?The answer is no. Even if a leader possesses these qualities, there is another factor that can drive employees away.Full!Feeling!
It's easy to judge a leader's sense of security:
An insecure leader's desire for power, position, and approval can be externalized into fear, suspicion, distrust, or jealousy, but sometimes it appears relatively hidden.
Great leaders do two things: train other leaders and do great work.
Insecure leaders never do this. Instead, they try to make themselves indispensable.
They don't want to nurture subordinates and prevent them from reaching their potential and being more successful than they are.In fact, this kind of leader wants nothing more than the help of his subordinates to succeed.
Whenever subordinates reach a certain level, they see it as a threat.
Employees expect leaders to motivate them, not discourage them.
They want their leaders to raise their game and help them improve, not crush them.
They want leaders to help them reach their potential and succeed.If they think the leader is more concerned with maintaining their authority and protecting their position, they will eventually go to another leader.
The worst thing that can happen to a company is to lose good employees
Don't blame it on this situation
A company, competition, market, or economic situation
Blame it on the leader
Don't forget
Employees don't quit because of the company
It's because of people
If you want to keep the best people
Help the company accomplish its mission
Managers need to become better leaders
It doesn't matter what level of leader you are!