I was talking with a former employee of a client and this little gem came up and it reminded of a recent Gallup poll I had read.
As an owner or manager, the #1 reason you’re losing your best employees is that they are unhappy with the management style of their direct supervisor.
And the data supports this assertion, according to a recent Gallup survey of 7,712 at least 50% of former employees left because of a bad manager.
“Having a bad manager is often a one-two punch: Employees feel miserable while at work, and that misery follows them home, compounding their stress and negatively affecting their overall well-being.”
You can check out the original survey source here. It’s pretty eye-opening.
In many cases, this negative effect on their well-being eventually causes them to seek a transfer or quit altogether.
It’s an all too common occurrence especially in smaller organizations we have worked with where there is a reliance on star talent in the rush to profitability.
In this case, you hire a great person who knows their stuff for the position you hired them for but later you find out they can do X, Y, and Z too! Thanks for being a team player…
In cases like this, the person hired as the receptionist has more on their plate than they were hired for and their responsibilities are a hodge-podge of many different positions.
This can lead to ambiguity in job roles and confusion about performance responsibilities, especially if there are no defined job roles or training standards which are common in most small companies.
If you’re working through this in your own organization here are some areas to look out for if you’re experiencing unexplained staff turnover.
1. A lack of clear expectations and a defined job duties are a recipe for disaster. Most employees want to be good at their job. However, not knowing what their defined job is or what they are being held accountable for will always cause problems in the end.
2. Communicate consistently and often, not just at the annual review time. Every employee is different but it’s important to keep an open channel and check in frequently.
3. Focus on the staff member’s strengths rather than their weaknesses. Sometimes transfer a person to a different position is better for both the employee and the company.
Have you run into any of these issues in your business?