It’s often said that employees don’t quit companies, they quit managers. Although there’s often a lot of truth in that statement, just pointing a ﬁnger of blame is not helpful. Dig a little deeper and you’ll ﬁnd that there are speciﬁc things that managers do — or don’t do — to create employee dissatisfaction.
In many cases, managers feel constrained by the limits of their authority. How can your managers be expected to keep your people happy when their hands are tied by those in positions of greater authority? In other cases, managers don’t know how to act. Perhaps they haven’t been told that retention is important, or taught how to do it; maybe they haven’t been given feedback as to how well they are doing. In the latest edition of our Managers Digest, we've put together informative and insightful articles on creating razor-sharp management teams.
As business owners, executives, and supervisors are all aware, leading employees is one of the hardest parts of running a business. You must balance their strengths and weaknesses, their personalities, and their skill sets, all while trying to earn and maintain their loyalty.
Starting from day one, a brand-new manager immediately steps into a challenging role. Just the other day, the employee was the expert with all the technical answers and all the know-how to complete tasks and assignments. Now, in everyone’s eyes, this person also needs to be an expert in successfully managing people.
In a study conducted by SHRM 21% of employees indicated they had quit their jobs because they believed their boss to be incompetent or difficult. Whatever the percentage, it represents an avoidable situation that is bad for any business. All employers need to make sure they create and constantly maintain a work environment of top quality employees especially those in leadership positions.
A hostile work environment occurs when unlawful harassment in the workplace either becomes a condition of continued employment or becomes severe or pervasive enough that a reasonable person would consider the work environment intimidating, hostile, or abusive.
The value of providing training to managers throughout the employment life cycle cannot be overlooked. Training ensures that your managers are knowledgeable about your company’s workplace law obligations and skilled in delivering human resources best practices in order to become successful in their roles. Training further enables business costs to be low, employer liability to be controlled, and allows for successful organizations to emerge.