Why Employees Leave Jobs

Of course, there are many reasons why people decide to leave their jobs. However, according to an article by Brigette Hyacinth, published late last year,

A Gallup poll of more than 1 million employed U.S. workers concluded that the No. 1 reason people quit their jobs is a bad boss or immediate supervisor. 75% of workers who voluntarily left their jobs did so because of their bosses, not the position itself.

This interesting information, which should make us pause.  As a manager how do you treat your employees or, as an employee how do you feel you are being treated by your manager and, just as importantly, how do you treat your manager?

Many times people are promoted from within. Someone who, for example, has been on the sales floor and been successful may be promoted to sales manager. However, while s/he may want the promotion, it may not be the best thing for the company or for other employees.

When someone is promoted to management (even at that first rung of management) they need the know-how how to do their new job properly. Being a great salesperson does not necessarily mean you are automatically a great sales manager. Training should be readily available for the employees being promoted. This is also true further up the line. An owner who started a small business because s/he was passionate about the product may have put all his/her time into production and be a terrible manager. Not because s/he is a terrible person but because managing is not within their skill set.

To be a great manager you need to know what your employees want and need to be successful. Feeling a part of the bigger picture is one thing that makes employees feel as if they are contributing to the success of the business. If the employees and managers feel successful then the business will be successful.

I leave you with a quote from Richard Branson (who has been amazingly successful):

“Train people well enough so they can leave, treat them well enough so they don’t want to.”

A tip of the glass from me to you!

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Life: A Series of Small Victories

As many of you know I am on the injured list at present. Unfortunately, I have two things going on at the same time. A broken femur is keeping me wheelchair bound, probably through September and I am having problems with my one eye that works, so my eyesight is at best, variable.

However, for every misfortune, there is always another side. The good fortune of discovering the true value of friends and family and the kindness of perfect strangers are two of the upsides.

Another upside I have discovered is that of celebrating the small victories in life. These first weeks of not being able to walk has been a number of small victories, at first being able to sit up in bed by myself, then getting from bed to the walker (for me the walker is more of a hopper as I can’t put any weight on my left leg) being able to dress myself and moving from walker to the wheelchair by myself.

In small and large companies, learning to celebrate the small victories in life is a wonderful way to create a stronger company culture, good feelings among employees and management. When employees are happy the customers feel it when they come into the business. They are likely to stay longer, take more interest in your company and products, experience a greater connection with the employees and buy more.

Celebrating small victories doesn’t have to be expensive:

  • When an employee or a department has a good day, week or month, make sure they know that they did well.
  • If an individual employee is particularly effective in handling a customer service problem, congratulate him/her on how well s/he did.
  • If someone is diligent in keeping public areas clean and tidy, thank them for it (even if it is their job).
  • Make the words, “thank you” or “great job” words that employees and managers regularly hear.
  • If you are an employee thank your manager when they do something good or congratulate another employee on a job well done.

Create an atmosphere of celebration around small victories. If there is a downside to this I have not yet thought of it.

Give it a try and see how it works for you.

A tip of the glass from me to you!

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Helping Employees Expand Their Horizons

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Managing and motivating employees can be hard work, though there are some ways to make it easier.
Hiring the right people is, of course, the first step and inspiring them to do the best job they can is the next.

During the interview process, discover what your candidates’ dreams are. You may be hiring them for a particular job, though this is an excellent time to ask what types of jobs they think they would be good at (any why) even if they have never done that type of job before.

Whether they answer the question or not, as time goes on and they have proven that they are competent and willing to try new things, give those employees an opportunity to try their hands at different jobs in the company.

Allowing employees to stretch themselves and increase their skill sets is an excellent way to motivate them and foster loyalty. This is especially true if you want these employees to have a long-term future with the company.

Showing employees that you trust them, believe in their abilities and will give them the training and opportunity to grow and try different things if they wish, is the greatest gift you can give your employees.

Many years ago, when I was much younger, I had a boss, Maggie, who said to me, “I will teach you everything I know and if you can do my job better than I can, it’s yours.” She and I worked together for quite a while and remained friends until she died. I have never forgotten her and hope that I have passed that same kindness she offered me along to others. Maggie was a great manager and made me a much better employee.

Think about what you can do for your employees, not only will you be doing them a favor you will also be doing yourself one.

A tip of the glass from me to you!