Avoid These 3 Things To Reduce Employee Turnover
When managers fail to understand what motivates their employees, they hurt an employee’s ability to perform at their highest potential. When employees are not able to tap into what inherently motivates them, it’s not only devastating to the employee – but to the organization as a whole.
Employees seek employment at an organization where they feel fulfilled and aligned with the company mission. Without this sense of purpose, they often leave the company and remaining employees are typically disengaged.
Through our research we’ve identified three false beliefs that reduce a leader’s ability to understand employees and thereby contribute to high employee turnover.
1. All Employees Are Not Like You.
One of the biggest mistakes leadership makes is assuming that everyone views their job and the company the same way they do. It’s just a matter of time before this misperception contributes to employees leaving the organization.
Not every employee has the same desires for their career or the same motivations when it comes to their job. This erroneous assumption often creates a barrier between managers and employees.
2. One Single Work Environment Does Not Fit All.
Not all employees thrive in the same work environment. Leadership must be open to restructuring how employees go about their work in a way that taps into their natural motivators.
Managers often make the mistake of thinking, “If it worked for me, it should work for them too.”
Different work arrangements need to be established for different members of the team, and subsequent alignment should be based on a combination of intrinsic motivation and competencies.
3. Gaps Widen With One-Size-Fits-All Fixes.
In most companies only a single broad turnover metric is reported. Pinpointing the exact changes to curb turnover becomes a guessing game.
Without recognizing the disparity between how employees are naturally motivated versus what is currently being provided , leadership is left to guess. One-size-fits-all fixes are often recommended due to lack of insights and intelligence.
As a result,of these one-size-fits-all initiatives, a small portion of the organization may be more likely to stay. For the majority, however, the gaps widen and wide spread turnover becomes imminent.