People join a company for many reasons. Perhaps the vision of the organization resonates with them. Or they believe the company holds great opportunities for them. It could be the financial package been offered. Or they admire the company’s leaders.
But when someone leaves an organization, chances are they have something in common. Their desire to leave and go to “greener pastures” is often motivated by the need to get away from someone.
The reality is that the leader is often the root of this person wanting to leave. The company does not usually do anything negative to them to make them consider leaving. People do…
So what type of people do employers quit?
1. People quit People who devalue them.
We all want to feel appreciated. Regular positive feedback makes people feel appreciated and valued. They feel as if they are contributing to the organization and they have a sense of value. Its impossible to add value to someone we devalue! Find the value n the people who work for you. Praise them for there contribution.
2. People quit people who are untrustworthy.
Trust in a leader is essential if people are going to follow that person over time. People must experience the leader is believable, credible and trustworthy. Trust is established when words and deeds are congruent. People loose trust in their leader when they display the following:
· Acting inconsistently in what they say and what they do.
· Seeking personal gain above sharing gain.
· Withholding information.
· Lying or telling half-truths
· Being closed-minded.
The best way for a leader to maintain trust are:
· Maintain integrity.
· Openly communicate their vision and values.
· Show respect for fellow employees as equal partners.
· Focus on shared goals more than their personal agendas
· Do the right thing regardless of personal risk.
Building and maintaining trust as a leader is a matter of integrity and communication. If you don’t want people to quit you, you need to be consistent, open, and truthful.
3. People quit people who are incompetent.
Everyone wants to feel that their leader can handle the job. Leaders need to inspire confidence, and they do that, not with charisma, but with competence. When leaders are incompetent they take the focus from the vision of the organization and place it on themselves. Productivity declines, moral suffers and positive momentum becomes impossible. People naturally follow leaders stronger than themselves. If this is not the case they quit and find someone else-somewhere else.
4. People quit people who are insecure.
Some leaders desire for power, position and recognition comes out in an obvious display of fear, suspicion, distrust or jealousy. Exceptional leaders develop their people and work themselves out of a job. Insecure leaders don’t train or coach their people to reach their potential and be more successful than they are. If they see someone working to overtake them they see this as a threat. People want to work for leaders who fire them up, not people who put out their fire. They want mentors who will help them reach their potential and succeed.
1. Take responsibility for the relationships you have with others.
2. When people leave do an exit interview and discover the reasons why they are leaving. Its always difficult to move forward in darkness.
3. Put a high value on those who work for you. It’s wonderful when people believe in their leader, it more wonderful when a leader believes in the people.
4. Put the 4 H on top of your leadership list. http://www.whamond.net/4/category/honesty/1.html
5. Recognize that your positive emotional health creates a secure environment for people.
6. Nurture peoples passion for personal growth
One of the worst things that can happen to a organization is that it starts to loose its best people. When this happens, don’t blame it on the company, the market, the economy or the competition. Blame it on the leader
People quit people not companies.