There exists a myriad of reasons why someone would leave a job, and most of them are out of a manager’s control.
They can leave for more money. Well, there’s only so much in your budget. They can leave for family reason or to go back to school. Neither of those have anything to do with you.
But there are departures that could have been prevented. Quirks in your management style might push certain employees out the door. If the effect gets pervasive enough, it can contribute to high turnover and lower productivity.
Here are some of the flavors of discontent they can drive high turnover and the steps you can take to minimize the problem:
Near-term deadlines create a situation where overtime becomes crucial. A team pulling together to do whatever it takes to overcome a crisis – it’s a beautiful thing to watch.
The problem arises when every situation, no matter how banal, becomes a crisis. If you see a stampede of burned-out zombies headed for the exits, looking for a position where they can work a mere 40 hours a week, then you may be pushing your team to hard.
Save overtime for key situations and watch out for overwork. If people start to get burned out, look for ways to ease their workload or get them a few days off.
People work most productively when they feel like a key part of something special. If they just feel like a forgettable, anonymous drone, they won’t feel inspired to go the extra mile. Instead, they might feel inspired to leave.
Find ways to offer positive feedback. Offer encouragement and recognize when people perform well. The added appreciation will make them work harder and will avoid a rush out the door.
The key to a successful business is unlocking the creativity of talented people. Too much oversight clamps down on ingenuity. It’s also really annoying.
Watching over people may seem like the best way to achieve the best possible product. However, too much oversight can be stifling and engender bad feelings.
Take a step back and give your employees some room to work. You’ll ultimately get better results and you’re less likely to drive them to quit.
Lack of Control
The opposite of micromanagement isn’t macro-management. It’s chaos.
Letting go of the reigns a little represents a key step in encouraging creativity. But letting go all the way turns the office into the Wild West.
Some people might enjoy the chaotic setting, though it’s unlikely they will get much done. Meanwhile, your best employees are likely to find the situation infuriating and search for the first opportunity to bolt.
Find a balance between tight control and a free-for-all. Keep as a light a touch as possible, but make sure that you have enough authority to maintain a productive, effective workplace.
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