Are our managers leaking talent, or retaining it?

feeling left out, not included While responding to a question on a network group I belong to about employee motivation and engagement, I recalled some research about the fact that people left bosses not their jobs.

Then I came across a recently published piece of research carried out by a the Florida State University that clearly suggests employees leave their bosses not their jobs.

Matching employees to managers is an element of recruitment which is rarely done (except at some very senior posts), we seem to focus on job competency, when we all know that it is attitude and behaviour that is the difference that makes the difference.

The study at Florida conducted by FSU professor Wayne Hochwarter and two doctoral students – Paul Harvey and Jason Stoner – shows that 40% of employees work for bad bosses based on survey results.

23% said their supervisor blamed other to cover up personal mistakes or minimise embarrassment
24% indicated their boss invaded their privacy
27% report their supervisor made negative comments about them to other employees or managers
31% said their supervisor gave them the “silent treatment” during the past year
37% indicated their supervisor failed to give credit when due
39% of workers said their supervisor failed to keep promises

Read the FSU research summary here.

How many good people have you lost through having a poor manager?

While writing this piece, it reminded me of the situation with my wife and here employer, great people, she loves the job, but the manager is proving that she cannot manager and is undermining the business (a small medical practice) with her poor decision making abilities and thinking. Had it not been for a family illness and bereavement she would have changed employers by now.

How much is employee turnover costing you and your business?

1. Total Work force x % of Exempt Employees ___________
2. Multiply answer to #1 x your turnover % ___________
3. Multiply answer to #2 x average salary ___________
4. Add to your final answer some of the potential costs from demographic changes.

Our company turnover cost ___________
Had enough? Maybe it’s time to get serious about reducing turnover in your company!

How many people do you have that at the first opportunity will leave. In HR and management we say our people are our most valuable asset, but do we manage and take care of therm as though they are?

Other research on why people leave:

Harvard Research
An insightful blog article on engagement

Want to take action to prevent this from happening in your firm? have a look at our EESS a cost effective employee survey that you can run yourself – and benchmark progress too!

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