According to a recent article in The Huffington Post, 3 out of 4 employees report that their manager is the worst and most stressful part of their job, and 50% of employees who don’t feel valued by their boss plan to look for another job in the next year. Don’t lose top talent because of poor management. We’ve compiled the top 10 things that leadership should never do if they want to keep their employees happy and engaged in the workplace.
Pit generations of workers against each other
In a multi-generational workforce, each generation has something to offer your organization. A good manager connects more experienced older workers with the younger employees to encourage the transfer of knowledge and skills.
Rely only on financial motivators
Employees want more than money. They want opportunities to learn and grow, to feel like a valuable member of a successful team, and get social recognition as well as financial rewards.
Under-appreciated employees are usually unmotivated employees. A good manager uses a variety of techniques to demonstrate employee appreciation, including giving rewards and recognition.
Discourage enthusiastic new hires by neglecting a formal onboarding program
Recent Aberdeen Group research found that only 32% of companies have a formal onboarding program, with the remaining two-thirds neglecting new hire socialization and acculturation. Implementing a formal onboarding process, including new hire socialization or a “buddy system,” speeds the pace of integration of new employees into a positive organizational culture. According to Aberdeen, “When onboarding goes ‘right’ new hires feel engaged, motivated to perform, and eager to contribute to overall business objectives.”
Ignore employee turnover rates
CompData surveys for 2015 show a total turnover rate of 16.7% for all industries. If your turnover rate is higher than this, you’ve got a problem that needs to be addressed. A good manager determines the reasons for a high turnover rate and takes steps to increase employee engagement in order to reduce attrition.
Take credit for their employees’ efforts
Some managers never share the limelight of success. The many benefits of an organization-wide employee recognition platform include the fact that effort and results are made public and employees get the credit they deserve. A good manager should recognize achievements and take shared responsibility for failures.
Expect people to do the impossible
A Stanford study found that productivity declines sharply when someone works more than 50 hours per week. Giving someone an unreasonable deadline is a setup for failure.
Micromanaging is an outward sign of distrust and a relationship issue. It discourages teamwork and open communication. Good managers challenge employees to be innovative and gives them the right tools to succeed.
Make non-transparent decisions
Making decisions with a lack of transparency damages the employer-employee relationship by implying a hidden agenda and discouraging collaboration. It reeks of the outdated command-and-control management style. Good managers encourage employee input into decision-making.
Ignore employee career goals
Most people take a job with the expectation they will have career development opportunities in the form of conversations with peers, formal training, stretch assignments and management feedback. The manager is the link between the employee and opportunities that can build a career. Good managers ensure that link is strong for employee success.
The common thread linking all ten poor managerial practices is the failure to recognize the importance of employee socialization, engagement and recognition. To better understand what it takes to be a best-in-class manager and provide your employees with the support they need to succeed, download the report “The Art of Appreciation: Top-Tier Employee Recognition.”