At many places of employment, high turnover rate is often blamed on employees not being willing to perform hard work. Managers will blame bad work ethic, or other bad practices among workers. Rarely, if ever, will management realize that the issue could, in fact, be their own conduct.
Typically, good jobs should not have high turnover. If a manager knows what they’re doing, and the work isn’t overly taxing, turnover rates should be low. It’s when managers have poor conduct and overwork their employees that causes good employees to leave for other opportunities.
Here are the behaviors employers should avoid, and that employees should see as red flags.
When workers are clearly putting in the effort and doing their best, they appreciate feedback from their bosses. If a manager takes time to offer personalized comments on an employee’s work, it can go a long way to helping them feel appreciated. Even if they still need work on some aspects, employees appreciate a manager taking the time to talk to them.
If all an employee gets from a manager is radio silence until something goes wrong, they’ll resent any communication with management. If you’re a manager, open a dialogue with your employees. Talk to them about non-work things, and engage them when they’re doing well, too.
It’s common for even your most steadfast workers to not even realize how much they mean to the company if you never tell them.
When someone leaves your company, do their responsibilities get foisted onto another employee? When this happens, does the employee get a pay raise that reflects this uptick in responsibilities?
If employees continue getting saddled with new responsibilities but never get a pay raise to match, they’re going to grow frustrated.
Likewise, if everyone feels as though they’re getting underpaid, no one is going to be happy. Turnover can make a vicious cycle for a company. Important people leave the company, and their responsibilities get picked up by remaining employees. Profits go down as key team members vacate the company.
This means there is less money to pay people, and less money to hire new people to pick up the slack. In turn, this culture of more work for the same pay can quickly burn out even the most stalwart employees. Don’t let this happen! You have to spend money to make money, and happy employees will be more profitable for your company in the long run.