Manager Relationship is Key to Minimizing Turnover

Why do employees quit? Employees leave for many reasons. Some of those reasons are outside of our control: health, family members, moving, etc., but one of the main reasons for leaving is because of their relationship with their supervisor or manager. Since you manage employees, this is important information for you to consider regarding your performance. Have you ever considered that before? That your performance is the reason for other people to leave? In this time of employee shortage, it may worth self examination.

Over the years, employment studies have shown that there two points significant in the turnover of a company. First, employees quit their jobs is due to the performance of their bosses. Second, a talented employee may join a company, but how long they stay and how productive they are is determined by the relationship with their immediate supervisor. In both of these statements, bosses play a crucial role in setting the tone for the work environment and promoting the satisfaction of their employees in the workplace. Data from exit interview studies show that bosses can prevent turnover by things that they do.

For example, some of the leading causes of turnover are reported to be lack of attention, feedback, recognition and an inability to communicate and resolve outstanding issues. In all of these causes, the boss is the key player. He or she determines whether attention, feedback, and recognition are given and whether communication occurs and is effective. When these fundamentals are lacking or do not exist, the stage is set for dissatisfied employees, thereby increasing the risk of turnover.

Reasons Employees Leave

· Unchallenged - They are bored with the work they are doing

· Too Challenged - too much work to do

· Job burnout

· Money

· The job or workplace was not as expected

· Unreasonable work demands

· Lack of Recognition

· Lack of respect and autonomy

· The employee and the job are mismatch

· Not enough coaching and feedback

· Limited career growth opportunities

· Stress from overwork and work-life imbalance

· Loss of trust and confidence in senior leaders

· Health benefits are limited or non existent

· No job security

· The commute is long or expensive

· ...the list goes on and on.

Final Thoughts

It is true that employees have the responsibility for making their own opportunities within a company, but it is important for you, as their manager, to understand your employee's goals, motivations or desires. Do you know what your employees are thinking? Too often we rely heavily on our strong performers. We just depend on them and don't truly appreciate what they bring to the organization. In New Franchise Training we learned that 'Employees don't leave their jobs, they leave their Managers.' This is very true and important for all managers to remember, especially in our industry of serving people.

Remember, it is your job to take responsibility for having an open dialogue with your employees whether they initiate a conversation with you or not. It may feel scary knowing that the responsibility for retention lies in your abilities, but think of this as an opportunity to grow in your own career.