Employees leaveManagers and not their companies I agree that employees leavemanagers not their companies. Managers impact so much of employees workexperience. Managers have significant control over team’s performance. Managercan either focus on their strengths or positive aspects or damage the morale. Alot depends on leadership of a manger.
A good manager engages the employees inteam that drives the performance. Manager can impact commitment and happinessof their team.When a manager does notcommunicate openly with employees, they feel disconnected. Mangerscommunication makes employee feel connected with purpose of work and on whatthey need to know. If an employee feels comfortable coming to the manager aboutnon-work-related issues that means they are more engaged. There are instanceswhen managers felt uncomfortable talking to their employees. Managers shouldtake the lead and communicate with the employees with confidence. It is the jobof every manager to continue the flow of information from up and down the organization.
Employees want to grow through learning anddevelopment in any company. If managers does not have growth discussions withemployees, they will certainly feel discouraged. Lack of learning opportunitiesdestroys employee’s self-confidence and creates doubt in employees minds. As amanger can easily make out what are strengths and weaknesses of a employee, heshould have clear and structured plan of growth for an employee.
It will alsostrengthen employee manger bond. Training programs doesn’t have to be expensivebut they need to be intentional and reflect the employee interests. Ignoringgrowth aspect of an employee leads to boredom in current roles and employee looksfor challenge in other company.Every employee wants feedback onthe work they have done. Nobody wants their work to go un noticed or unappreciated. No one wants to go for theextra mile, if it does not get noticed.
Praise has big impact on how anemployee feel about work and is directly related to employee engagement. When employeefeel unappreciated they will go elsewhere to get recognition. Managers whoappreciates their employees get more output from their team. When mangersappreciate employees, they go that extra mile to experiment and innovate which keepsthe thought of leaving the company out of their mind.
Employees should be provided with mix offeedback and appreciation from mangers. Often managers are tempted to take thecredit for their team work. When a manager takes credit for their work,employee feels frustrated as their work is gone unnoticed. Great mangers boost employeeproductivity and have bigger impact on high performing employees, which in turnhave a bigger impact on bottom line of the company.