How Misguided Leadership Can Affect Staff Turnover — People Matters

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Management has a major role to play in keeping employees engaged and motivated; thus, drawing out the best performance from employees and driving the overall growth of the business. Some studies suggest that a major source of employee motivation is their managers. However, poor management can have an extremely negative effect on the employee and cause lasting damage to the organization by leading to a toxic and monotonous work atmosphere.

There can be many reasons for an employee to leave an organization – lack of growth and progression, overwork, lack of feedback, little or no opportunity for decision making, lack of reward or compensation, poor fit role, etc. Other than these common reasons, poor management or poor leadership has erupted as one of the top reasons for high employee turnover. The ignorant and dogmatic attitude of a manager leads to an increase in the level of stress and anxiety among the employees; thus forcing them to quit their jobs.

High employee turnover is not only costly for an organization, but it also has a huge impact on overall productivity. Too many employees leaving in a short period of time also damages the company’s reputation. In addition, recruiting new employees, training them and bringing their skills up to par with experienced professionals is also a time-consuming and expensive affair. Even after that, a bad manager can have a similar negative impact on the new hire.

Thus, the company should also keep a close eye on its managers and if poor leadership leads to high staff turnover, take adequate measures to mitigate the situation. Let’s explore some of the ways to fix a poor leadership problem, which will eventually lead to faster business growth with more employee performance.

Spend time with employees

Managers or leaders should take a holistic approach to ensure accountability, transparency, and proper guidance on their part to keep an employee engaged. Although regular one-on-one meetings may not be possible for a manager with a larger team, overall engagement and interaction should be common practice to create a healthy work culture. Management should always be aware of what employees think of their work environment and culture. This can be possible through regular interactions, which need not be personal; business conversations also provide a good manager with insight into an employee’s thought process and help to motivate and encourage them.

Lead by example

There can be several obstacles to deal with challenges associated with time management, change management, performance issues, reorganization, inconsistent communication, etc. In many cases, it becomes more difficult to prioritize tasks and most employees may panic in such situations, which will lead to underperformance. One of the best ways for managers to handle such situations is to set an example by first handling the situations on their own. This way employees can be motivated and inspired and are more likely not to leave work due to stress.

Management methods

Although there is a common tendency to chase for external reasons when a company faces a high rate of staff turnover, it is undeniable that the reason can come from within the country. Misleadership often erupted as a response to who was causing or whose inaction was the cause behind high employee turnover. In such scenarios, companies can try to solve the problem from within by offering leadership training and talks. However, when a manager is responsible for a large number of employees, especially talented employees, who leave the company, it is more feasible to replace him with a new manager who will match the vision and objectives of the company. the organization.

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To determine whether a manager’s attitude is indeed inappropriate and making the work environment toxic, a single feedback from an employee can be misleading. Therefore, business leaders should consider collecting feedback from each employee on a regular basis to determine whether the manager’s leadership may be causing staff turnover. Although sometimes verbal interaction on such topics may not be comfortable for an employee, another channel of communication can be opened up where employees can share their thoughts and disagreements via an anonymous form – which will alleviate the fear of judgment. among the employee.

Employee management

Although it is common to put what the employee owes the company at the forefront, one should never ignore what a company owes the employee. In most cases of high turnover rates, employees have witnessed being treated badly by the company. Good leaders should think about how they can make the workplace work for employees by treating them as they deserve.

Third party training

Consulting a third party for leadership training can be expensive but helpful to the business in the long run, as they can provide a fresh perspective and unbiased feedback. Leadership training programs are a key part of effective operations as they greatly enhance the skills of existing leaders in the business.

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