Keeping employees
An employee's decision to resign can be tied to salary, another offer or the desire to learn new things. It can also be due to your management style (and employees likely won't provide this constructive criticism in their exit interviews). Here are three areas in which to check yourself before your best employees check out job ads:
Figure out if you micromanage.
Leaders don't hover over team members' shoulders. They serve as teachers and good examples, says John White, a social media marketing director with CareerToolboxUSA in St. Paul, Minn. White says in an article on LinkedIn that management is not intimidation. “Do not constantly threaten people with their job. If this is your idea of coaching your team, then you should not be in management.”
Learn to be a good listener.
In other words, it's OK to not make split-second decisions, and to carefully weigh employees' viewpoints first. In fact, they'll appreciate your open ear. “It's critical to listen to everyone, not just the loudest voice or your most trusted lieutenants,” says an article at Entrepreneur.com. Sometimes, it's the quiet ones who have the most to say, even if it represents an opposing view, author Peter Diamond points out.
Hire honestly.
In the case of new hires who resign soon after setting up their cubicle, the job may not be what they thought it would be. “The problem usually starts with managers hiring in such a big hurry that they don't take the time to give a realistic preview of the job. Or they oversell the job or company,” writes Leigh Branham at asaecenter.org, the American Society of Association Executives. She says 35 percent of American workers quit in their first six months, resulting in lost time and money. Most of these workers are told they have to report to another boss, or that they won't be advanced at the rate they were originally told, she said.
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