Helping Managers Keep Their Best Employees

Helping Managers Keep Their Best Employees

With new research showing 57% of employees leaving their job because of their manager, we begin to understand why job hopping is a huge part of the career for many individuals today. This information comes from DDI Center for Analytics and Behavioral Research. These numbers reflect a number from a study last year where the results came out to 59% of employees left because of their manager. Even though this study covers the United States, the problem reaches here in Arizona. For that reason, a large focus this year for  business owners should be focusing on training managers. The largest weak point that both the managers in question and senior leadership agree with is having a difficult time with tough productivity conversations. A Harris Poll study found that 69% of leaders are uncomfortable having any conversation let alone tough conversations. With this in mind, we need to go deeper into why 7 out of 10 leaders avoid any interaction.

Many pieces make up this puzzle. Everything from different generations trying to coexist under the same roof to the managers themselves not being clear on expectations show as potential roadblocks to basic communication. Think back to the person in your family that you do not care for. Most have one. That Aunt that stirs the pot, the Uncle that does weird stuff at the family reunion even to the dad that may impose their dreams on you. The difference between these people and ones you work with is you have to deal with family. Coworkers can be avoided and talked about later at happy hour. In order to begin on this quest of having better communications between front line managers and the employees they aid is removing the stigma between the two. Realize that we are all humans trying to deal with life as well as work. There is no reason to hold hatred and frustration or against someone. This leads into an extremely important conversation on humanity in the workplace.

A Proven Solution

Care about each other. Alright, have a good one. That is it…. You need more, okay I understand. About 3 years ago, I went through a process with a life coach, Bonnie Moehle. She is amazing and well worth every dollar I have spent working with her. During this time, we realized that I never really listened to anyone speak. The best example of this was the fact that I was bad at remembering names. Ask me today and I will tell you it is one of my greatest strengths! Why? Because I cared enough about them to actually listen to what they were saying. From there, I was able to converse with them about their life instead of the simple small talk that many engage in. From there I am able to be real with people that I take on the role as leader. I can comfortably say that I reached level 4 of the 5 levels of leadership. If you have not read that book, please do. John Maxwell is the author. Being on level 4 means I have the capability to develop others into the individual they want to be. This all starts with caring. Do not be afraid to have a performance conversation. Coming right out of the gate telling people what they do wrong is not caring. Have a conversation. “I noticed you aren’t as productive as you were in the last few months. Is everything okay?” That is a solid way to bring up this topic. Now the next part is extremely important: listen to their response. Some will avoid opening up. Do not worry. Keep trying to help anyway you can and make sure they know you are there to help in any way possible. That starts by listening and caring. 

As a side not to this I will be going over situations in video form and podcast form for these situations and conversations. How should I start the conversation? What is the correct wording in this particular situation? I am here to help, do not worry.

Anthony Smith
Management Consultant
Helping Managers assist their employees in finding their why, creating a path to achieve that why, and keeping them on that path.

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