The financial effects of employee turnover can be significant; the Society for Human Resource Management reports that, on average, replacing an employee can cost a company six to nine months of that employee’s salary.
Inc. shares six recurring management mistakes that can lead to an employee’s departure.
- Failure to recognize employees’ strengths. Managers do not always identify employee talents that go beyond a job description. People love to use their unique skills, and good managers develop relationships with employees to identify their strengths and bring out the best in them.
- Failure to properly communicate with the team. Communication is a crucial skill for any leader and involves listening and understanding—not just speaking. Gallup research shows employees whose managers hold regular meetings with them are almost three times more likely to be engaged than employees with managers who ignore them.
- Failure to release control. Good managers ask for input and ideas from their team and allow them to make decisions independently. When managers lead by fear and control, it stifles creativity, innovation, morale and performance.
- Failure to actively listen. Team members do not feel respected or valued when a manager does not listen to their ideas and feedback. This leads to lack of trust and low morale.
- Failure to become available. Leaders must make themselves available and have an “open door” policy that encourages employees to share their thoughts about the business and lets them know they are part of the team.
- Failure to care. Managers who do not care may have a mindset that anyone is replaceable and view employees as cogs in a wheel rather than business partners. It is crucial you create an environment where people feel safe to experiment, challenge you and give their opinions.
