Do you know how much employee turnover cost you last year? It may be more than you think, considering ⅕ of employees leave their jobs every year, costing companies anywhere from 16% to 25% of their salary. Ouch.
Employee Turnover Costs Include:Severance pay
Employment agency fees
Background checks & drug testing
New employee hiring bonuses
New employee relocation costs
New employee training
New employee uniforms, literature, etc.
The great news is that up to 75% of this turnover is avoidable by correcting these bad boss behaviors:
Bad boss behaviors that are costing you money
1. Publicly Criticizing Employees
This behavior takes the top spot due to an encounter a friend and I had a few years ago at the buzzy new restaurant in town. We dressed up, stepped out and arrived, ready to be impressed. After savoring each bite of our entrees, we moved into the bar for after dinner drinks.
We'd barely sat down before being startled by the bartender’s angry, booming voice, directed at a busboy who’d forgotten to fetch some napkins. As the teenage busboy held back tears, I asked a server to speak to the manager.I wanted to share my disapproval of the bartender’s behavior. However, 5 minutes later, the bartender came over to introduce himself to me. Turns out he was also the owner. The restaurant closed within a year.
Guidance is crucial to daily operations; but criticism should be conducted privately and constructively. Admonishments should always be presented along with viable solutions to terminate any chance of ongoing problems. Putting the focus on solutions conveys belief in the employee’s capabilities.
Try this: Create a process for course corrections that includes both the problem and a solution. Share the process with the management team so that when issues arise, the process can be put into place.
2. Not Providing Clear Directions & Objectives
Failure to give clear instructions continually makes the list of costly management mistakes. If your team members are continually missing the mark, you may not be clearly communicating what you need. Good managers give employee tasks clear objectives, instructions and deadlines. Great managers take it one step farther, explaining to their team how those tasks contribute to the company’s overall big picture.
Try this: Create a task document to fill out every time you assign a new task. Include due dates, information resources and helpful contacts. Share the document with the team members who have been given the task, and update the document as needed.
3. Refusing to Listen to Employee Feedback
If you want your employees to listen to you, you must listen to them. Not doing so conveys a lack of respect. I can't assure you that employee feedback will always be pretty, but I can guarantee you that it will get uglier the longer it is left unattended to. Be humble enough to hear an employee’s problems or suggestions with grace.
Try this: Schedule one on one appointments with your direct reports so that you can give them your undivided, individual attention. Dedicate one part of the appointment as the employees’ time to share ideas, thoughts and feedback with you.
Ever been micromanaged at a molecular level? I guarantee it does not render the best work or feelings or employee loyalty. It may even cause some employees to feel sick; costing them their health and costing you in lost productivity.
Granting employees more control over how they approach a task creates a feeling of ownership over the work, making the employee feel more invested in the final product.
Try this: Look into the reasons why you feel as if your employees can’t be trusted with day to day operations. Are you hiring the wrong people? Are directives clearly communicated?
5. Playing Favorites
According to the Wall Street Journal, favoritism is found at most companies. Since managers are human beings, it's quite normal for them to like and enjoy some employees more than others. But it is never acceptable to play favorites. Strive continually to make each team member feel supported and valued for their own unique contributions.
Try this: Compliment each team member during your one on one time. Be authentic. Phony compliments are worse than no compliment at all.
6. Refusing to Apologize
Once again, managers are human beings and will make mistakes. When this happens and affects your team, you will need to apologize.
Try this: Offer an appropriate apology including:
- Express remorse
- Admit wrongdoing
- Make amends
- Commit to not repeating the offense
7. Thinking One Size Fits All
Viewing your team members as a bunch of clones or minions deprives your company of each of their distinct gifts. Snacknation cites the opposite as one of its “21 Freakishly Effective Ways to Motivate Employees”. Recognizing employees’ different personalities and finding ways to motivate them costs little but yields big savings in employee turnover.
Try this: Get to know each of your direct reports’ unique skill sets during your one on one time. Assign them to tasks that correspond with their strengths.
8. Stealing Recognition
The best managers know that great contributions from their employees reflect well on them. There is no need to steal the recognition from your direct reports, simply because you already share in the glow. You chose them, you trained them, you manage them. A victory for them is a victory for you. Lavish them in praise for a job well done!
According to Hired Gun CEO and Founder Todd Cherches, effective managers are happy to sing the praises of an employee’s job well done.
Try this: Schedule a monthly email to recognize the contribution of one of your team members.
If any of these bad behaviors are creeping around your office, try implementing one of our solutions, and let us know how it worked. We predict it will save you money by increasing employee retention and will improve the quality of your work life.
Don’t underestimate the value of loyal employees; they may be one of the best ways your company shines brighter than the competition.
As always, if you need some assistance learning what your employees really want, call our CX team!