Employees Leave Managers

November 9, 2021

Studies have found that one of the top reasons employees cite for leaving a job is management.

In Gallup’s State of the American Workplace study that includes data and interviews with 25 million workers, Gallup CEO states, “The single biggest decision you make in your job — bigger than all the rest — is who you name manager. When you name the wrong person manager, nothing fixes that bad decision. Not compensation, not benefits — nothing.”

In a recent article from Inc that looks at what is driving the Great Resignation, it is noted that despite this research “organizations continue to think of every reason to retain their workers — from more pay, more perks, more flexible work options, and more mental health resources, to name a few — without considering the role and impact that the manager makes on the employee.”

Managers are a key component to increased productivity and company success. They not only set goals and a vision for their employees, but they also offer structure to the company. If a manager lacks in any areas such as organizing, delegating or mentoring, it can hurt the productivity, efficiency, and engagement of their team. Furthermore, it can also negatively affect the overall development of employees and the business.

Companies offer training for employees in a variety of roles and functions, but there is typically no formal training for management. While high-performing employees are sometimes identified as potential managers and mentored for future roles, most of the time employees are promoted into positions with little training.

Below are a few ways to train managers for optimum performance.

  1. Skills development: Managers may be highly-skilled performers with regard to the job functions of their team, but in order to serve as a strong manager, someone needs good communication skills, effective decision-making skills, and have the ability to set goals and coach other employees.
  2. Collaboration: Collaboration is important for fostering teamwork and developing a strong understanding of employees’ capabilities. It is also a great way to mentor employees identified as potential future managers. Collaboration supports employee engagement, offering important time with the boss to learn and feel valued.
  3. Business Planning: Every successful business has a solid business plan. This is important for departments and teams as well. Managers should understand how to put together a budget and develop short- and long-term goals. Planning also allows managers to determine opportunities for growth or realignment with existing employees and areas of need which informs talent development and recruitment.

Businesses with a focus on succession planning and training strategies for managers will be well-positioned to battle the Great Resignation. A focus on creating a supportive, collaborative environment for existing employees will reduce turnover by increasing employee retention and drive production. Strong, effective managers result in strong, committed, high-performing teams.

Contact us today to learn more about our modern approach to performance management and development that actually improves the manager and employee relationship. Don’t just take our word for it, see what our Customers have to say.