Do bad bosses drive staff away?

 

A leading voice has weighed in on the debate over what drives staff away, claiming that bad bosses are the reason that staff are leaving.

Despite employment being at a forty year high, Mike Smith, Managing Director at Ripley Training, claims that “poor management is the number one cause behind staff leaving.”

He adds that whilst firms invest time and money in developing job skills…“…leadership and management skills are often over looked leading to higher levels of turnover and reduced levels of team performance.”

With the on average cost of replacing a single team member circa £30,000, the cost to businesses is huge.

But what can HR do to counteract this? A well-known and well-used aphorism is that people leave managers not companies – is there something HR can do to counteract this problem?

Gallup CEO Jim Clifton, in the summary accompanying his organisation’s 2013 “State of the American Workplace” employee engagement study, made a comment that corroborates this belief.

“The single biggest decision you make in your job—bigger than all the  rest—is who you name manager. When you name the wrong person manager, nothing fixes that bad decision. Not compensation, not benefits—nothing.” HR take note.

Furthermore, Lori Goler, Head of People at Facebook, penned an article in Harvard Business Review that extolled the benefits of having a good manager.

She wrote: “Great bosses set up shields — they protect their employees from toxicity. They also open doors to meaningful tasks and learning opportunities — they enable their people to be energized by their projects.”

However, HR will all know that managers aren’t the only thing that affects employees staying or leaving.

The results from a Gallup study shows the top 6 reasons staff are leaving:

  1.   Career advancement or promotional opportunities: 32%
  2.   Pay/benefits: 22%
  3.   Lack of fit to job: 20.2%
  4.   Management or the general work environment: 17%
  5.   Flexibility/scheduling: 8%
  6.   Job security: 2%

 

 

 

This article was first published in HR Grapevine,. You can see the article here.

 
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