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The 6 Top Reasons Managers, YOU, Cause Top Employees to Leave

There are few situations as costly and disruptive as a good employee leaving. It can leave projects, team members and the managers themselves in the lurch. So, we must begin to ask, “Why are these employees leaving in the first place?” Once a leader knows the issues he/she can resolve them to keep top performers in the future. Here are 6 reasons I’ve identified and how leaders can avoid them in the future.

1.Simply increasing workload

If you want to increase how much work your talented employees are doing, you’d better increase their skills to perform those tasks as well. Some manager will demand from their people outcomes that are beyond their expertise and not assist them to achieve their new goals, this creates stress. Yes, it’s true that a talented employee will take on a bigger workload over a less skilled employee but they won’t stay if their job suffocates them in the process. If you simply increase workload because people are talented, without changing a thing, they will seek another job that gives them what they deserve.

2.A lack of constructive attention

When managers are asked about their inattention to employees, they try to excuse themselves, throwing around useless power terms from ‘trusting environment’ to ‘autonomy equals power’. Great leaders manage, no matter how talented the employee. The most constructive feedback stems from paying attention and constantly listen, great leaders, know this. More talented employees will actively seek out feedback and challenges – more so than less talented ones – as a leader, it’s your job to keep it coming. Don’t allow anyone to become complacent or worse, bored!

3.Not caring about employees and their work

When asking someone why they left their position you’ll find many different factors, but research consistently tells us that many people leave their jobs because of the relationship with their manager. Successful and smart managers have the right balance of professionalism and being decent humans. These are the managers who celebrate an employee’s success, empathise with those going through hard times, and challenge people. Any manager who disregards their employees and fails to care will experience high turnover rates. Employees who work hard 8 hours a day deserve leaders who are personally involved and care about what their production yields.

4.Recruiting and promoting the wrong people

Top employees want a hard-working team environment populated with like-minded professionals. When managers don’t do the hard work of hiring great people, it’s a major demotivator for those stuck working alongside them. Promoting the wrong people is an even deadlier sin and a massive insult to anyone who’s been putting in the extra effort. It’s no wonder a great person would seek a greener pasture.

5.Eyes are closed to improvements

Talented employees want to improve upon themselves and their tasks and environment. If a manager is too comfortable with the status quo and flatly refuses to allow changes or improvements to anything, employees will find themselves hating their jobs.Stifling this innate desire to innovate not only limits employees, but you. Just recently a manager asked their leader to assist in investing in them, the leader said no, the manager is paying out of their pocket the investment – how long do you think the employee will stay?

6.Challenged intellectually

Great leaders challenge their employees to accomplish things that seem out of reach at first. Instead of setting mundane, incremental goals, they set lofty goals that push people out of their comfort zones. Then, great managers do everything in their power to help them succeed. When tasked with some something too boring or easy in their eyes, talented and intelligent employees will seek out jobs that challenge their intellect.

In Summary

Whenever we interview sales and sales leaders, they say the reason they are looking around is that they do not feel needed/wanted/loved or even cared about; feeling their input is not sought after nor acknowledged. They do not respect their manager nor the manager above. Great salespeople and sales leaders usually are willing to accept a role at the same salary as long as there is personal growth, challenges and leaders they will buy into.

It’s time to ask yourself, what kind of leader am I? Could I be even better? Want to know how and in what areas to improve upon – check out our EQi Leadership Evaluations.

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