This Tip discusses the three mistakes managers make and how to solve their staff turnover and retention issues.
Managers’ Staff Turnover and Retention Mistakes
Staff turnover and retention issues are a key headache for many managers.
There are three mistakes they make that keep them from getting rid of that headache.
Mistake #1: They Don’t Recognize or Reward Staff
We all want to feel appreciated for what we do, particularly when we have worked hard to accomplish some desired result.
It’s also rewarding just to have a manager recognize us for consistently delivering quality products or services.
Unfortunately, managers often fail to regularly acknowledge employee achievements.
This leaves staff feeling overlooked and undervalued.
Since no one wants to feel that way, staff frequently seek other employment options.
Mistake #2: They Communicate Poorly
It’s difficult to do your best and meet expectations if the information you’re given is insufficient to set you up for success.
This is particularly true in delegation situations, if the employee has no idea:
- what they’re expected to do,
- why it’s important,
- what resources are available,
- what their level of decision making authority is,
- what the desired result is, and
- when it’s due.
When communication is unclear or incomplete, this creates confusion and mistrust.
In these circumstances, it’s easy to fail.
Many staff cannot tolerate this, so they look for other employment opportunities.
Mistake #3: They Don’t Provide Career Growth Opportunities
Employees, particularly Millennials and Gen Z, want clear advancement paths.
Many look for organizations that value and support employee growth.
They are eager to learn and practice new skills, so they are at the top of their game.
They also want the qualifications to successfully apply for promotions.
When managers neither invest in employee development nor offer growth opportunities, staff choose to exit rather than stay and stagnate.
There are also four specific steps that IT managers can take to eliminate this headache.
How Managers Can Turn Things Around
If managers want a stable workforce with low turnover, they should:
- Ensure that employees feel valued and satisfied, so they are motivated to stay long-term with the company.
- Provide competitive compensation and benefits that meet or exceed industry standards, so higher pay doesn’t lure the employees away.
- Establish a culture of recognition and reward that consistently recognizes employee contributions and achievements, so employees know they make an important difference.
- Provide opportunities for continuous learning and clear career growth, so employees are able to climb the career ladder.
These are key strategies for retaining top tech talent.
If your managers lack the knowledge or skills to implement these strategies, please schedule a free1-hour strategy session using http://bit.ly/44yLO5l.
May your learning be sweet,
Deborah
