1. May, 2017

People Leave Bosses, Not Companies. But Maybe That Boss is You!

This is a statement that almost every single one of us has heard at some point during our careers, in fact, it might even be something that we have said ourselves.

And it’s true. According to a Gallup study around 50% of employees leave their company to get away from their bosses. And they mentally leave 6 months before they actually quit so the pre and post consequences in budget , team and customer impact are extraordinary.

And the true is that most of the managers or leaders get to a management job just by coincidence ( it is the natural next step ) or because of the salary but they either don’t like to lead or they will never be trained to. They learn the hard way and the result most if the time is mediocrity, frustration on the manager´s side ,  and disengagement on the team´s side.

How many of us ask ourselves, when someone leaves our teams, was that because of me, something I did, or even, something I didn’t do? We should be always asking ourselves that question as it is a tool for self development.Always ask yourself..am I doing enough( of the good stuff) ? And probably the answer is NO.

Given that one in two people leave their company because of their boss, then there is a 50% probability that if someone has left our team, it’s because of us.

Employees who don’t get along with their managers, don’t like them or don’t respect them, will leave a company despite a high salary or great benefits because of their boss.

You can’t buy engagement or loyalty.

A good manager, no matter the salary employees are paid, will inspire loyalty, and will retain the majority of their staff.

To build that loyalty we need to create the right opportunities for our employees, we need to help develop them and give them interesting work.

We need to communicate with them, and this needs to be two-way, we need to listen as well as just talking to them, as this shows our respect, builds trust and openness.

We need to appreciate our staff. According to Maslow’s Hierarchy of Needs, Esteem is one of our most basic needs. We can help fulfil this by giving our teams praise for a job well done, as everyone likes and need to be appreciated.

We need to inspire them, create a positive environment where they can be successful and support them.

We need to respect them and put them first. Never cheat your values.

A company is only as good as how it treats its people so we need to demand more from companies to help us to be the best boss we can be, to help employee to find their meaning at work.

Best of luck.Nieves