Are you the reason for your staff turnover?
One in four people are looking for new roles in 2017, (according to Investors in People’s annual ‘Job Exodus Trends’ report) with a massive 42% citing their boss as causing them to be unhappy in their job.
This statistic shows the big impact that managers have on employee happiness, well-being and engagement.
Paul Devoy, Head of Investors in People, comments: ”This sends a clear message to British business to invest in your people or risk losing them.”
Gallup in recent reports cite that ”a disturbingly high percentage of managers around the world are not meeting the needs of their employees. Actively disengaged employees (24%) outnumber engaged employees (13%) by nearly 2-to-1, implying that at the global level, work is more often a source of frustration than fulfillment.” Companies with low engagement are less productive, less profitable and less likely to be loyal. Low loyalty creates staff turnover, which according to Gallup ”can cost businesses approximately 1.5 times the annual salary of every person who quits.”
Is managing people that difficult? Or are many of us making it that way?
Many managers are often really good at doing the management ‘tasks’: business processes or imperatives, but neglect the ‘being’ of a manager, which requires a wider people perspective, really tuning into others, listening and being authentic.
How many of us can cite a person that has inspired us in our lives? When people really believe in us it can create a magical spark that can ignite a change in us that shifts something fundamental – a life changing impact.
If you are a manager of people when was the last time you looked at the people in your team and totally saw the best in them – when they couldn’t see it in themselves. Being more conscious of how you manage others can create life changing management.
Ask yourself – would you enjoy working with you?
Our top tips for being a Life Changing Manager – and to keep your people!
- Life changing managers care, and they mean it. Bring friendship to your relationships.
- Be egoless. Formality, distance, hierarchy and the use of bossy status remove the power to change lives as a manager.
- Be the same person at work with your team as at home. We want to work for people we like.
- You already are inspiring, don’t feel that you need to change to be a manager, be yourself.
- Clarity is key. Most of us are not clear on our role. Don’t be afraid to define responsibilities and ask for what is needed.
- Listen and ask questions rather than telling your team what to do. How would you get your best friend to achieve something? Do the same.
- Treat as you’d like to be treated and better. Have boundaries on behaviour and demonstrate empathy in how you give feedback and challenge.
- Build belief in others. See the best in them when they can’t see it in themselves.
- Be resilient. This is not about you. It’s about others feeling great about themselves and loving their work and working with you. Be the spotlight highlighting what’s great in and for your team.
- Enjoy it. Love the connections and time together. Don’t conform to traditional status.
Be the reason your team stay.