Leadership Here Are 4 Things You’re Doing That Makes Good Employees Leave

Businesses around the world are struggling to retain their best employees. The impact of losing one employee can have a devastating effect on team morale, productivity, and performance. Today’s workers are holding companies to high standards and standing firm against outdated leadership practices by forcing accountability and change. Some of these antiquated practices include:Despite what many employers believe, employees aren’t leaving solely for a bigger salary, they’re leaving due to management and leadership issues. Employees want a leadership team that listens, cares, and takes their feedback seriously. Paul McKinlay, VP of Communications and Remote Working at Cimpress, stated, “right now there is a huge opportunity for companies to really listen to their team members and build a working structure that people actually want and that works.”Leaders, here are four ways you’re driving away your best employees. When leadership turns a blind eye to toxic behaviors, they’re essentially communicating that the company’s values are flexible. Flexible values breed toxicity which not only drives good employees to leave but damages the reputation of the company. Toxic workers who are high ranking or high performing typically get away with disrespectful comments, bullying, placing blame on others, and lack of accountability, to name a few. Philip Pages, founder of Post Purchase Survey, said, “when leaders fail to take ownership, they lose the respect of great employees.” Scott Hasting, cofounder of BetWorthy, added, “if something goes wrong, the first thing leaders do is find someone to blame and make sure that everyone knows that they had nothing to do with the mistake.”Here are a few examples of toxic behaviorsIt’s unfortunately all too common when leadership will take a manager’s word over the employee’s due to their ranking within the organization. This makes targeted employees feel as if they’re disposable and unworthy of fair treatment. To summarize what Brene Brown wrote in her book, Daring Greatly, when the culture of an organization mandates that it’s more important to protect the reputation of those in power than it is to protect the basic human dignity of individuals, it’s obvious that money is driving the culture and accountability is dead. She asserted, “in successful companies, shame and blame don’t work as management styles.”The pandemic put into perspective what’s important for many people. No longer will they accept being overworked and sacrificing their mental health, personal life, and familial obligations for work. Burnout has been a topic for many organizations, yet few have taken the steps to address and prevent it. A few ways companies promote burnout culture are:Companies that put employees first and promote flexibility help to prevent burnout. Since companies have shifted to remote work, burnout has increased dramatically as the line between one’s professional and personal life is blurred.

All data is taken from the source: http://forbes.com
Article Link: https://www.forbes.com/sites/heidilynnekurter/2022/05/26/leadership-here-are-4-things-youre-doing-that-makes-good-employees-leave/

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