2018-01-31 00:00:00Managing EmployeesEnglishTake steps to reduce your increased turnover rates at your small business. Eliminate these common poor management habits and mistakes to...https://quickbooks.intuit.com/ca/resources/ca_qrc/uploads/2018/02/Woman-Explaining-Bad-Habits-Coworker.jpghttps://quickbooks.intuit.com/ca/resources/managing-employees/bad-habits-mistakes-increased-turnover/Seven Mistakes Managers Make That Lead to Increased Turnover

Seven Mistakes Managers Make That Lead to Increased Turnover

4 min read

Dissatisfaction with the boss is one of the most common causes of high turnover rates. Improving poor management practices is one of the most effective ways to boost morale, leading to a more productive staff. After all, happy employees work harder. It’s no secret that finding, hiring, and training new employees is extremely expensive, and many consumers support businesses because of specific team members. If your small business is suffering from increased turnover, it’s time to take action so you don’t start to bleed profits or continue bleeding profits and losing valuable customers and clients. Here are some of the most common managerial bad habits and mistakes that can lead to employees quitting or being terminated.

Micromanaging

Often, the most effective leadership strategy for reducing increased turnover is simply backing off and letting your employees do their job. There’s a fine line between being active in your company and being oppressive, and from a manager’s perspective, it can be difficult to determine which side of the line you’re on. Employees want freedom, and they want you to trust them. While there’s always concern that workers may take a mile after receiving an inch, most employees do work more efficiently when they don’t feel like someone is hovering over their shoulder, and putting trust in someone is a great way to motivate them to succeed. Help and guide your team when necessary, but make sure you also give them the benefit of the doubt and let them do their thing.

Poor Communication

It’s always better to be overly clear than to deliver a convoluted message. While you want to avoid micromanaging, you also can’t expect your employees to be able to read minds. Whether you’re addressing the entire office at a meeting, sending out an email, or speaking to an individual one-on-one, make sure nothing is left to interpretation. Before you address someone, make sure you’re confident and prepared. Have a clear vision and articulate it to the best of your ability. After delivering a message, try not to make any changes unless it’s absolutely necessary.

The Appearance of Laziness

Your team knows you’re compensated more than they are, and it’s easy for them to become bitter if they don’t see you earning your pay. Strive to be a leader instead of a boss. When there’s a big project, be the first to bunker down and get started. As the boss, you do have privileges that may exclude you from some tasks, but that doesn’t mean you should sit in your office with your feet on the desk. Be a team player, and put in the effort to ensure you’re never viewed as a figurehead who gets paid to sit around.

Being Unappreciative

Sometimes just acknowledging an employee’s hard work and showing some gratitude is all it takes to change their attitude. Employees want to feel like the work they’re doing genuinely matters, and they want you to treat them as valuable members of the organization. If you don’t say “thank you” once in a while, they may start to feel like their efforts would be better appreciated elsewhere. Fortunately, being more grateful is one of the easiest and cheapest management mistakes to rectify, and the results can be drastic. You may also want to consider implementing some bonuses and rewards for employees who consistently perform well. Not only do incentives make the recipients feel valued, but they also encourage other employees to follow the same path.

Bad Moods

Everyone experiences negative emotions from time to time. However, as the boss, it’s important you don’t let them get the best of you. Managers set the tone for the workday, and if you’re grumpy, your team is going to be on edge. Be patient, empathetic, and understanding. Even when you feel justifiably frustrated, put on a smile and take the high road. You don’t want your staff to have to worry or feel uncomfortable when you walk into the room. Be aware of how your employees perceive you, and work on maintaining a consistently upbeat demeanor “even on your off days.

Refusal to Compromise

As a boss, you need to be able to give as much as you take. Unwavering stubbornness is one of the biggest manager mistakes you can make. Sometimes you may need to work with your employees’ personal lives to keep them happy. Whenever possible, try to be understanding and gracious when someone requests time off. Of course, there are times when you need to be firm, but you don’t want to be viewed as overly strict. Be willing to extend a project deadline or let an employee leave the office early occasionally. If you’re understaffed, hire additional employees so your current workers don’t have to work more than they should. It’s important for people to have a well-balanced personal and professional life, and if one suffers, it’s likely to affect the other. Foster a positive work environment by allowing your team to enjoy their personal lives.

Expecting Too Much

While you should have high expectations for your employees, it’s crucial that you recognize when they’re feeling overworked. When employees have too much on their plate, they get stressed out, and that can manifest in many ways” both mentally and physically. How much work you should assign comes back to communication. Make sure your employees know exactly what you expect of them, and check in with them to make sure they can handle their duties. Try to keep the company’s bottom line in mind while still remembering your employees are only human, and sometimes they’re not going to be able to perform to your ideal standards.

Be compassionate and kind and your staff is going to want to work hard and stick with the company. Never underestimate the power of simply being the type of boss you would want to work for “that’s the key to reducing increased turnover.

Information may be abridged and therefore incomplete. This document/information does not constitute, and should not be considered a substitute for, legal or financial advice. Each financial situation is different, the advice provided is intended to be general. Please contact your financial or legal advisors for information specific to your situation.

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