You can’t ignore employee resignations
, although I would prefer to call them employee realignments. In the beginning, it looked like employees were leaving the workforce to retire early or join the gig economy (think Uber drivers, virtual assistants, etc.) and be their own boss.
Today we know that unemployment is down, and employees aren’t leaving their jobs to altogether quit working. They are just leaving their current jobs for better jobs.
This is employee realignment of the workforce, not true resignation from the workforce, and there are many reasons some companies can’t seem to hold onto their best people.
Oftentimes, there is a lack of self-awareness amongst managers and leaders that creates unhealthy patterns in the workplace and leads top employees to quit.
To provide your employees with just and equal opportunities in your business, you must understand the potential for unethical workplace behaviors and the importance of avoiding them as a leader.
Crucial Leadership Failure #1: Not recognizing that the employee is actually the primary customer.
What’s happening on the inside of an organization is felt on the outside by customers. That means you start your customer service and CX efforts internally.
Employees should be treated, cared for, managed, and responded to in a way that is consistent with what the company wants to see mirrored in their customers.
In other words, treat employees as if they are customers. Anything less is inconsistent and will erode your efforts to provide a good customer experience.
And just as customers want to trust the companies they do business with, employees want to trust the companies (and people) they work for. When employees trust their leadership, are treated fairly, and are recognized for their good work, they will be working for the company, not just the paycheck.
Crucial Leadership Failure #2: The failure to recognize the difference between leadership and management.
Ultimately, leadership creates the culture of the company.
Managers ensure compliance with company policies, processes, and other operational aspects to ensure continued business as usual.
Once leaders understand the difference between management and leadership, they stand a better chance of getting employees to put forth their best effort, especially when it comes to taking care of customers.
Crucial Leadership Failure #3: The failure to recognize and end nepotism in the workplace.
Instances of nepotism create an unhealthy work environment wherein employees feel undervalued.
If nepotism occurs in the workplace, this could affect your employees’ job satisfaction and opinions about the company. If one person begins exhibiting low morale, other employees can also take on this approach.
The result is a lack of loyalty and dedication to the job at hand.
If a company allows nepotism to occur, talented employees might look for employment opportunities elsewhere. Specifically, with companies that value skill and dedication over family relationships.
This can be problematic for your company as it limits the ability to retain good, hardworking employees to help your business succeed.
Crucial Leadership Failure #4: The failure to give credit to your direct reports.
Everyone has experienced or witnessed instances in which credit was assigned in an unfair manner: managers unabashedly took credit for the work of their invisible hard-working staff; quiet performers were inadequately recognized for their contributions; credit was assigned to the wrong individuals and for the wrong things.
Just as much as constructive feedback
should be given in many forms, so should employee appreciation. Some employees may live for public praise at the end of a meeting or a company all-hands, while others may prefer the intimacy of a quick chat in the hallway or an individual email thanking them for a job well done.
As a leader, giving out credit
is essential in showing your employees that you see them, and motivating your employees to continue creating their best work.
may take the form of an employee of the month award, a sales all-star of the quarter, or even a full employee appreciation day.
While every company may not have the size or resources to devote an entire day to employee appreciation, recognizing employees in big and small ways can make a huge difference to morale and culture.
Crucial Leadership Failure #5: The failure to recognize the importance of proper coaching over negative criticism in the workplace.
Feedback is crucial. It improves performance, develops talent, aligns expectations, solves problems, guides promotion and pay, and boosts the bottom line.
Workplace coaching, employee coaching, or business coaching is the continuous two-way feedback between the employee and the coach with the intention to work on areas for improvement and reinforce strengths to sustain the progress of the employee’s performance
In other words, coaching in the workplace means empowering employees to be the best performers that they can be.
Workplace coaching (NOT criticism) is important to set employees up for success in the workplace by providing the tools that workers can use to increase their knowledge and improve their skills.
Crucial Leadership Failure #6: Failing to recognize that finances are not the only form of valued compensation.
Multiple studies have proven that employees want more than money. Employees value flexibility over money
, meaning that paying people more money to tolerate a toxic environment may have worked for previous generations, but it no longer appeases employees, especially the Millennial generation.
They want to be valued for what they do. That means they want recognition for their work, opportunities to learn and grow, and fulfillment in their day-to-day responsibilities.
Leaders need to be more empathetic and understanding of their employees. Doing so will bring out the best in their people, hence multiplying their capabilities.
Crucial Leadership Failure #7: Failing to recognize when to give your employees a break, and how much work is appropriate to assign in a given time.
Nothing burns good employees out quite like overworking them. It’s so tempting to work your best people hard that managers frequently fall into this trap.
Overworking good employees is perplexing; it makes them feel as if they’re being punished for great performance. Overworking employees is also counterproductive.
If you must increase how much work your talented employees are doing, you’d better increase their status as well. Talented employees will take on a bigger workload, but they won’t stay if their job suffocates them in the process.
Raises, promotions, and title changes are all acceptable ways to increase workload. If you simply increase workload because people are talented, without changing a thing, they will seek another job that gives them what they deserve.