Boss Behaviors That Cause Good Employees to Leave
Good Employees have some expectations. But their bosses sometimes can't meet this expectation. There are many reasons such as inconsistent Expectations, Process Restrictions, Poor Management of Resources.
The use of algorithms in business life is increasing. From CV analysis to who will get how much, many issues are taken through computer software. Of course, there is another issue these algorithms deal with: Who should be fired ...
IBM, for example, is about to patent an algorithm that predicts people who want to leave the job with 95% accuracy. It is very likely that such a great innovation will be reflected in business life in the near future. There are more job postings than unemployed people in the US today.
Removing a person from the department has a huge impact on others working there. With the domino effect, other people think it's their turn, and their performance drops. According to researches, it takes an average of 24 days to hire another person to replace a person who leaves, and the cost of this is approximately $ 4000. One thing is good. That is, only 25% of employees move to another company within the first year. So there is enough time to understand why people who want to quit have such a motivation.
Of course, the number of companies that can use the candidate algorithm with the highest probability of leaving the job developed by IBM is currently very low. Even if such probability models identify who is more likely to quit, they cannot say much about why. Because the reasons people leave their jobs may be based on more complex reasons than computer algorithms can analyze.
In this context, the patronage or leadership organization in a company has a huge impact on employees' retention or quitting.
In our article, we will focus on the boss behavior that causes employees to leave their jobs.
1. Inconsistent Expectations
Imagine a scenario like this: There is someone working as a sales representative in a rental car company. This person will do one of two jobs today between 13 and 14 o'clock: He will either deal with the new customer or log the previous customer's information into the system. The manager of this person kept saying to him, "Slow service is bad service." imposes his thought. However, this person also knows that there will be a big problem if the customer information is not entered into the system in a timely and correct manner. Being in between jobs increases this person's stress level over time and makes it chronic. Over time, this salesperson starts to hate his job.
This situation is not uncommon at all. Forcing employees to choose between different tasks and being asked to meet expectations while doing so makes people stressful and causes them to have a clear view of prioritization.
So how should we get rid of this situation?
Let's give an example from Disneyland.
Disneyland employees are given a certain priority list. Security is always considered a top priority. Then respect, then demonstration, and finally efficiency. So Disneyland employees know very well what to give more importance and priority. So people do their jobs with a better performance, with less setbacks.
You can prepare a similar priority list in your company. You can determine your expectations from your employees in a consistent and regular guideline. Thus, employees have more control over what they do, and they enjoy more from what they do. And as a result, an organization that “functions like oil” is acquired.
2. Process Constraints
Process constraints are generally due to reasons such as lack of information, resources and personnel. For example, we are talking about a situation where a staff member waits until another staff member finishes in order to start work. Such situations naturally affect performance negatively. Even if this is not the fault of the personnel, it is seen as a low performance by the managers. Of course, these personnel also feel weak, depressed and useless.
How should this situation be avoided?
When evaluating the performance of a staff member, consider the context and circumstances in which he or she is. Know clearly how much control and intervention this person has over the result.
If there is a restriction such as "Mehmet cannot start his job until Ali's job is finished", remove this situation. In other words, eliminate the situation of Mehmet waiting for other people to finish his work.
3. Poor Management of Resources
Imagine you are the marketing manager of a company. You have 1 week to start the new marketing campaign. It looks like a lot more, but there is a problem. You have to attend a total of 5 meetings today. You have to attend 4 meetings tomorrow. The next day you are out of town. So when will you be working on this campaign?
We can call this a waste of resources. A great waste of time and effort… Expectation of employees to do too much in a short time visibly reduces the quality of the work. If you don't give your team enough resources to do a successful job, you will push them to fail. It is also normal for a person working in such an environment to look for a better job.
So what can be done to prevent this situation?
Sometimes there will be times such wasted, badly wasted. These situations can happen due to the nature of life. But if the misuse of resources becomes a company policy, no one wants to work there. For example, if the importance and priority of the work to be done are clearly stated, the employees will act accordingly. If a major marketing campaign is to be launched a week later, people who will be personally interested in this campaign can only be given time to take care of this business. "Mr. Ahmet's campaign will start next week. He works with his team. He doesn't need to come to today's meeting. " May require a boss sentence such as.
4. Incorrect Assignment
“Is this why we studied for 4 years? Is that why I did a master's degree for 2 years? "
You have often heard such sentences from your environment. A person who says so is not satisfied with his job. He's working in a position that is not suitable for his abilities. Again, working in positions where employees cannot use their knowledge and skills is a kind of waste of resources.
In order to prevent this situation, a transparent and clear explanation should be made to the recruited people about what they will do. In other words, the place where the job description will be made is the job interview. If such a situation is encountered in the continuation of the process, it should be looked at why the employee was hired and compared with the work of this person today. That is, it should be looked at how big a gap is between intention and the current situation.
In this process, the position of an employee may not be changed completely, but it is quite possible that this person can be assigned jobs in which he can feel freer and more in control.
Remember, everybody wants to feel important, that they contribute directly to the result. People say, "I'm rotting here." the moment he says is the beginning of the end.
5. Task with Extremely Boring and Easy Jobs
Imagine attending a 5-hour conference that doesn't interest you a bit.
If you do nothing at the end of the day, even if you just sit and listen to the conversation, you will be exhausted. The reason for this fatigue is that you suppress your emotions.
In business life, if you assign a person to very easy tasks for a long time, that person's performance drops drastically. Moreover, "You cannot do even this easy job on time." this person he placed the lazy stamp.
Less work does not mean easy work. If an employee's workload is too low, his motivation drops and he gets negative thoughts. When this person suppresses boredom, he / she becomes tired physically and emotionally. This situation is due to lack of job satisfaction.
So how can this situation be prevented?
If an employee has a stable performance background, this person wants to be involved in jobs where they can improve their skills and learn new things. So before you hire an employee, ask that person about their interests and passions. Make an assignment according to the answers you will receive.
6. Restless Work Environment
It is easy to detect a restless, tense environment. If there is no culture of negotiation and debate among employees, and everyone is silent at the meeting, this is a bad sign. If employees are reluctant to express their feelings and thoughts, it means there is a culture of fear here. Of course, it is easier for people who do not feel emotionally safe to make mistakes. These people do not take risks or even engage in constructive discussions. On the other hand, people who are peaceful in the business environment are more productive and open to innovation.
In order to prevent this situation, it is necessary to make the business environment peaceful. Paying attention to the feelings and thoughts of the employees, their feeling of belonging, not deemed bad thoughts at the meetings will improve the motivation and morale of the employees. If an idea has potential, the employee may be asked to investigate the idea and explain the findings at the next meeting. Thus, employees understand that their thoughts are given importance.
In addition, a boss having humility and saying “I don't know” about unknown matters ensures that employees are not afraid of making mistakes. If it is understood that error is not something to be afraid of like a revenge, and error is one of the most important growth and development methods, the employees in that workplace will be happier and more productive.
7. Extremely Comfortable Work Environment
There are many studies showing that a moderate level of stress can be very beneficial in business life. However, what is important here is the presence of a "moderate" level of stress. People who work under extreme stress to show high performance fall into despair and fatigue. On the other hand, even when there is no stress, people get the idea that "it will happen or not". A person who thinks that there is no meaning or purpose in his work cannot fully use his potential and does mediocre deeds.
To avoid this situation there should be moderate stress in a workplace. Employees should receive positive or negative feedback in line with their performance. Negative feedback is enough for the employee to tidy up. Of course, positive feedback is also essential for employees to understand how they benefit the company.
In other words, the boss of this company, the general manager, should not allow employees to be crushed under intense stress or to fall into a void in a stress-free environment.
If there is insecurity in a company, that is, when employees feel that the boss is not confident, low morale and aimlessness occurs. Or if the employee does not trust their boss, a fragmentation occurs within the company. Nobody wants to work in a workplace where everyone is obsessed, and the future of such a company is also dark.
Having self-awareness can be a good start at this point. Managers who feel that their feelings and thoughts are dominated by “prejudice” can correct themselves to behave more fairly and reasonably. So before making a decision, consider what prompted you to make that decision. Is it a personal hostility or a professional strategic move? Have you listened to the opinions of other people in the company? Do you get regular feedback from your employees?
When you take such an approach, you will make your decisions more mature and there is an environment of fairness and open communication within the company. Which is one of the features that should be in an ideal business environment.
So to summarize, we can say as follows: It is not possible for a boss to understand his employees from A to Z. If an employee really wants to quit his job, what will he do? However, if you try to improve the culture and environment you have established within the company, you will do a very good job of keeping employees in business and performing better. The better you manage the people working under you, the more you encourage them to use their potential; you will have such a productive, innovative, satisfied and loyal staff. This is the secret of success and happiness.