“People join companies. They leave managers.”
Vern Harnish– Management author
This is a great quote from Verne Harnish author of Scaling Up: How Few Companies Make it…..and Most Don’t. I was talking to a former work colleague who was lamenting on the number of experienced long-term employees leaving his current employer. The managing director said it was because they did not like the new business owners. However, my former work colleague thought it was due to poor management.
As managers of people, we need to be conscious how our behaviour and performance affects our subordinates. In my working life, I have never left a job because of the company; it was always because of my manager. Testament to this statement is that I got so sick of working for bad managers, that I eventually went into business for myself so I could have more control over my working life.
As a young graduate I was thrown into being a Personnel Officer in a Steelworks Department. I’d been forced onto the Mill Superintendent because of his poor record of industrial conflict and poor relationships with his subordinates. His first words to me were;
“I don’t want you here, I could spend your salary in better ways”
So, you can imagine the atmosphere in the department. His managers, supervisors and staff hated him as he was rude, uncommunicative, moody and difficult. I witnessed him causing a labour strike by abusing staff.
Another manager I worked for spent his time checking that his subordinates’ petty cash and phone bills were correct. This was more important than visiting customers, developing his managers or building the business. The final straw came when the business was in the process of attempting to purchase a competitor. As always, he was too busy to discuss the negotiation strategy and as a sign of complete incompetence he did not even bring a pen to the final negotiations. Years later he was dismissed; however I had long left the business.
So, what causes good employees to quit?
The problem is generally with managers. It is seldom the employee or the quality of the workforce that causes employees to quit.
Do managers deliberately set out to be poor people managers?
The answer in most cases is ‘no’.
Many managers have never been taught the art of developing people and being a leader. Often, they know no better and surviving in some organisations means mimicking your old boss or their superiors.
What are the warning signs?
Is your company experiencing high turnover?
Some labour turnover is healthy as it provides opportunities for other people and new ideas and skills to come to the organisation.
Perhaps you should examine how you interact with your team, and also determine whether there are disruptive or unproductive employees in the team.
Here are what I consider the 3 main reasons why people leave organisations.
- An employee’s contributions are not recognised. As a manager you should never under-estimate the power of praise and recognising a job well done. In particular, top performers are normally self-motivated. Don’t take their drive for granted.
- A manager does not care about their subordinates, and this normally manifests itself in poor bosses. Research has shown that more than half of people who leave their jobs do so because of their relationship with their boss.
- A manager does not honour their commitments. This highlights two traits required by managers, honesty and integrity. If you say you will do something – do it. Keeping your word and your commitments tells the employee everything they need to know about you and the type of person you are and if they can trust you.
There are other reasons for leaving an organisation such as failing to develop employees, not challenging them and not acting on poor performance. Good employees know who the poor performers are, and when they leave morale improves.
Surprisingly, salaries and conditions are not top of the list.
If all else fails, simply remember this:
“People work for people – they do not work for businesses” – Donn Carr
The question is, do you have high or unacceptable levels of employee turnover?
Is so, could it be your management of your staff or other managers are the cause?
As managers, we need to recognise and act on this.