7 Managerial Practices That Make Hardworking Employees Quit

Leaders and business managers are often so concerned about how their employees are performing, they sometimes forget to ask of themselves, “What can I do to help?” Leading a team or company can be tricky, especially when it comes to making the final decisions on solving issues or knowing the best choice for furthering the company or group success. With so much responsibility resting on managers to maintain productivity, innovation, and relevance, it can be easy to forget the importance of maintaining a happy and energetic staff.

Your employees are your lifelines; they work hard to fulfill the company or team needs and come up with solutions to problems that hinder the innovative or productive process. Fortunately, there are ways you can ensure your employees are satisfied with their work and are not looking to find a new job with better pay or a better work environment. Here are seven practices you should avoid doing in order to maintain employee satisfaction in your team.

1. Overworking your employees.

It can be easy to trust your best, or hardest working employees with additional workloads, but you want to be careful not to fall into this habit. Hardworking employees are often willing to take on additional workloads from time to time, but if you begin to get into a routine of having them work more without additional compensation, they will be more inclined to feel underappreciated and leave. Overworking your employees also ultimately leads to less productivity, according to recent studies. If you are going to ask your employees to do more work, then you need to be sure to offer them the appropriate compensation, such as a raise, promotion, or title change, or at the very minimum some group recognition or a pat on the back.  

2. Failing to reward good work.  

Failing to reward an employee for their hard work is another faux pas you should avoid making. Even something slight, like a pat on the back or a compliment that reinforces your satisfaction in their work can go a long way in maintaining employee satisfaction. Taking the time to recognize someone’s hard effort in a more public setting like a meeting or conference call is also a great way to reward good work, especially for those that work hard and are encouraged by public praise.

3. Failing to uphold commitments.  

Nobody likes empty promises, regardless of the context or situation. If you go around promising things to your employees and are constantly unable to fulfill those promises, your employees are going to be less likely to trust you or take your word to heart. This will cause you to loose their respect rather quickly, further hindering yours and the group’s ability to accomplish your goals and produce quality work. Staying true to your word will help your employees see you as trustworthy, honorable, and dedicated, and make them more likely to take pride in their work and follow your lead.

4. Hiring under-qualified or incompetent individuals. 

Passing up a hard working employee in favor of a less experienced, newer, or under-qualified employee when a promotion or raise comes around is not only insulting, but also disrespectful, inconsiderate, and an altogether bad business practice. Employees that work hard and give an extra effort only to passed up for the next raise or promotion will take less pride in their hard work and are more likely to give less of an effort because they will assume their extra effort will not affect whether or not they get a raise or promotion. Be sure to consider your current employees when a promotional opportunity comes up before you begin interviewing outside candidates for the position instead.

5. Micromanaging.

Employees tend to perform better at the jobs when they feel they are not being micromanaged and are free to pursue their work using their own passion and style. Studies have shown that employees that are not confined to a small window of work and provided only one or two ways of doing things are able to be more productive and produce better quality work. Allowing employees to use their own methods and pursue their passions while working has been shown to be five times more productive than setting them in cubicles and checking over every minute detail of their work before they meet with your approval. In other words, trust in your employees and they will get the job done.

6. Failing to acquire people-skills.  

As a manager it is especially important that you know how to relate and converse with your employees. Hard workers often look to their managers for constructive criticism and feedback, therefore it is paramount that you learn how to focus on, listen to, and productively converse with your employees. Failing to challenge your employees in order for them to develop new skills and experiences can cause your employees to become bored and dissatisfied in their positions, further driving them to pursue new, more fulfilling career paths.

7. Failing to challenge your employees.  

Obviously overworking your employees tends to be counterproductive, but that doesn’t mean that offering new challenges to your employees from time to time is a bad idea. A good leader is able to challenge employees with tasks that force them to step outside of their comfort zones, and then assist them in accomplishing those tasks. This keeps your employees from viewing their work as mundane and boring and makes them more likely to be satisfied in their position.