A Study came up with this surprising finding: If you’re losing good people, look to their immediate supervisor. More than any other single reason, he is the reason people stay and thrive in an organization. And he’s the reason why they quit, taking their knowledge, experience and contacts with them. Often, straight to the competition.
“People leave managers not companies,” write the authors Marcus Buckingham and Curt Coffman, ” So much money has been thrown at the challenge of keeping good people – in the form of better pay, better perks and better training – when, in the end, turnover is mostly a manager issue.”
If you have a turnover problem, look first to your managers and supervisors.
Beyond a point, an employee’s primary need has less to do with money, and more to do with how he’s treated and how valued he feels. Much of this depends directly on the immediate manager.
– David W. Richard
So let’s review the primary ways that poor leaders can repel great people:
They Lack Humility – Making them unapproachable and less likely to recognize the excellent performance of others.
They Fail to Engage People’s Creative Sides – Making people feel less inspired and underutilized.
They Fail to Develop People’s Skills – Underestimating people’s ability and potential.
They Hire and Promote the Wrong People – Favoring people who are more like them, instead of people more likely to excel.
The Undervalue Diversity and Inclusion – Failing to harness the power of the collective and the value of differences.
They Fail to Share a Compelling Vision – Robbing people of enthusiasm and purpose for their work.