There’s a lot of truth in the saying that people don’t leave companies, they leave bad bosses. If your turnover rates are problematic, the first thing you need to do is identify whether you have bad people managers on staff.
You can equip them with the soft skills and emotional intelligence they need to bring out the best in their people.
What you’ll learn:
What makes a manager bad.
The 7 traits of a good manager.
How to conduct exit interviews to get feedback on departing employees.
Actions to take with bad managers.
Much, much more!
Unlock our Guide to How to Deal with Terrible Bosses ➡
There are many reasons for people leaving their jobs which are totally beyond your control as an employer. For instance, the spouse of your star employee may be offered a new role overseas, and of course your employee goes with them. Younger talent may feel the time is right to go travelling before they reach a serious point in their careers. Another member of staff may decide not to return after maternity leave.
However, there are plenty of reasons why people quit their jobs that are within your control. And the number one reason may be something of a cliché, but there’s certainly a lot of truth in the saying that people don’t leave companies, they leave bad bosses.
If turnover is an issue at your company, take a good look at yourself and managers. The most common reason people give for leaving their jobs is their relationship with their boss.
Bosses who don’t celebrate an employee’s success, or fail to empathise when times are hard, are likely to have high turnover rates. People just can’t continue to work for someone who isn’t personally involved or concerned about anything other than on-the-job performance.
In the modern workplace, one of the best things you can do for your career is A.B.L – Always Be Learning! You should always want to learn the things you don’t know, how to do a new skill or how to be a better manager, employee or leader.
Ask an HR consultant about the best way to deal with toxic employees and they’ll tell you to avoid hiring them in the first place! While this is sound advice, it comes as cold comfort to you if you’ve already made the hire and are now dealing with managing toxic behaviour.