How many times have you heard that employees are leaving managers and not companies? No matter how improbable it may seem to you right now, this statement is actually true. According to some recent statistics, more than 50% of employees claim that the manager is the main reason why they quit their jobs.
So, how to avoid being a boss everyone hates?
Well, keep in mind that admiration is not something you get as soon as you become a manager. You need to earn it. Of course, this is a long-term process, depending on numerous tangible and intangible factors. This is why there is no uniform guide that you could implement immediately.
Still, there are some tried and tested tactics that may work for you.
A wise man once said: “In any moment of decision, the best thing you can do is the right thing. The worst thing you can do is nothing.” And, in the world of business, nothing could be truer. As a leader, you need to make timely decisions and take risks when the need arises. If you’re not able to do so, you may be seen as incapable of managing people and coping well with stress. Consequently, you will never be truly appreciated and taken seriously.
Be honest and transparent.
Recently, we’ve been hearing a lot about the importance of transparency in the corporate world. Once you take on a managerial role, your employees will be anxious and suspicious. And, that’s fine, since they don’t know what your intentions are.
That’s why you need to be honest with them instead of letting them draw conclusions on their own. Let them participate in decision-making processes and always explain the ideas behind your final choices.
Add transparency to all aspects of your company, such as the hiring processes, employee compensation, insurance, salaries, working arrangements, and rewards programs. For example, Buffer went fully transparent by publishing a spreadsheet with each of their employees’ salaries by name.
Reward your employees’ hard work.
Your employees are giving their best to meet your expectations and they want you to recognize their efforts and reward them. According to some recent studies, 71% of employees would stay with a company that provides incentives rather than move to the one offering a better salary.
Of course, these incentives don’t have to be in a form of a raise or a bonus. They can be far more exciting. For example, after completing a complex project, you can gift promotional items to each of your employees. It could be a personalized mug with their name or fun notepads. You could also offer flexible working arrangements, throw an office party, give gift cards, or even take them to lunch.
Ask for feedback.
Many companies have adopted the famous “open door” policy. But, when you walk in and tell your employees that they can talk to you whenever they want to, will they really do so? Probably not.
So, instead of passively waiting for people to come to you and tell you what their worries, problems, expectations, or requests are, you should go to them. Schedule monthly in-person meetings with each employee. Emphasize how much you value their feedback and how important their individual insights are to you. In order to be happy, your employees need to feel appreciated and valued first.
Give feedback regularly.
In order to meet your expectations and be rewarded for their hard work, your employees need to know what their responsibilities are. This is why you need to provide them with regular feedback. You could simply send them weekly, monthly or quarterly performance reports to help them know where they stand. Research shows that the employees that get weekly performance reports are far more engaged and satisfied.
Over to you
To beat your competitors and attract new clients, you first need to win your employees over. This is exactly why you build strong relationships with them, based on trust, respect, and mutual understanding. Be authoritative, and yet approachable. Let them know how much you appreciate their loyalty, inspire them to share their opinions, and be supportive when the need arises. Most importantly, if you want them to be honest with you, you should be honest with them in the first place.
How do you build trust and respect among your employees?