These small mistakes could be making your employees slowly and steadily start looking for better alternatives. By Satyaki Sarkar
It is said that employees don’t leave bad jobs, but rather bad bosses. While that might not always be true, one certainly cannot deny the importance of a healthy relationship between an employee and his boss, towards their performance. Whether you’re in a startup, a small company, or a huge, multinational, it is extremely important for leaders to be mindful about their employees and their own behaviour towards them. So steer clear of these if you don’t want to lose your best employees.
1. Create an uncomfortable work environment
Given that at most jobs employees spend the majority of their days at the office, it becomes almost like a second home to them. So it is incredibly important that employees feel at ease and comfortable, instead of feeling like they’re under a microscope with constant monitoring. Bosses or employers with strong, authoritarian personalities, who keep micromanaging every aspect of work, can make employees feel nervous and lose confidence in their work. So, even small things, like a casual chat by the coffee machine, asking them about their family or pets, occasionally cracking a joke with them, makes them feel that they are a part of the organisation. It not only provides them with a much-needed break, but also raises their confidence and productivity.
2. No relationship with the team
Leaders often also fulfil the role of mentors. Employees often look to their boss as a source of inspiration, someone who can help develop their skills. The relationship between an employee and his employer extends to a lot more than just to the job. So, instead of maintaining an icy, strictly mechanical outlook with no room for errors, leaders should engage with their employees, step in and offer assistance when needed, build a relationship with the team. Being frank and friendly with your team makes them respect your more, and they’re less likely to want to disappoint you.
3. Leaving no room for growth
Most people have a rough career plan, they have a desire to succeed, to get ahead; they don’t want to be stuck in the same position, doing the same work day after day, year after year. Professional and career growth is probably the most essential source of motivation that drives employees to perform better, take up more responsibilities, and keep improving themselves. If the job becomes completely linear, with no apparent paths to a promotion or any kind of progression available, employees will gradually become disinterested and frustrated with their job, and start looking for better employment opportunities. Thus, it is extremely important that a leader understand the personal motivations of his team and works out a progression chart accordingly. He should also be completely transparent about the advancements that are or aren’t possible, as well as things like bonuses, promotions, and raises, and the steps to achieving them.
4. Complete absence of feedback
While unreasonable and pointless nitpicking and remonstration can be severely detrimental, so can the lack feedback. Be it constructive criticism, advice about a better way of doing things, or a well deserved praise for a job well done, feedback is extremely important for improving and promoting communication and interaction between a leader and his team. Without any kind of feedback, it doesn’t take too long before employees start feeling unnoticed and invisible at work, thereby leading to them becoming apathetic and nonchalant about it. Feedback given in a way that employees can understand makes them try to figure out ways through which they can improve their performance, as well as the areas that need improvement.
5. No avenues for complaints or grievances
Just like it is important for employees to receive feedback, there needs to be a way for them to provide it as well. Especially in large organisations, having an efficient and effective way of expressing grievances and complaints is paramount to the well being of an employee. The lack of such an option leads to employees internalising their issues and letting them fester them for months, or has them playing a guessing game to find out who they need to talk to, both of which can be enormously harmful, and lead to conflicts in the workplace.