P
eople don’t quit a job, they quit a boss. You’ve heard the phrase…and more often than not, it’s true. That’s why if you’re dealing with high attrition rates, it’s time to take a look at how much respect, flexibility, and nurturing you offer your employees. While each person has unique needs and wants from their employer, research shows that an adequate salary and benefits aren’t enough. If certain non-monetary needs are unmet, employees often leave to find them somewhere else. Here are three of the most important qualities today’s workers want from their company’s leadership:
Respect.
Aretha Franklin sang about it; today’s employees want it. In a recent survey by Georgetown University of nearly 20,000 employees worldwide, respondents ranked respect as the most important leadership behavior. Other studies have found that employees who feel respected are more grateful for—and loyal to—their firms. They stick with them. They are more productive. One set of studies found that 80 percent of employees who were not treated respectfully spent significant work time mulling over how they had been treated unfairly. 48 percent of those who felt disrespected deliberately reduced the effort and enthusiasm they put into their jobs.
How do you build respect? It’t not as difficult as you might believe. Being interested in your employees’ opinions and suggestions, and providing a level of autonomy in decision making is important. Do your employees feel comfortable speaking up and providing their true opinions or do they feel as if your mind is already made up on key issues? Do you give your employees the ability to creatively solve their own problems and support their efforts to do so—even if you would have decided differently or if the outcome was less than optimal? How tolerant are you of employees making mistakes? Creating an environment where employees feel comfortable thinking creatively and taking action to solve your company’s problems is key.
Flexibility.
The research is clear: 51 percent of employees say they would change jobs for the ability to work a flexible schedule; 35 percent say they would change jobs to have the ability to work remotely at least some of the time, according to Gallup. Many employees today juggle multiple roles in their personal lives, such as taking care of children and elderly parents and they appreciate an employer that helps them balance those commitments. Make sure employees know you have a mechanism in place so they can take time off. Studies show many American workers don’t take all of their vacation or sick time each year, often because taking time off is frowned upon at their companies—even when they’re sick. Encourage your employees to stay home when they’re sick and to rest and recharge (and to not work on vacations!)
Nurturing.
When was the last time you had a conversation with your employees about their personal and career growth and aspirations? Your job—and that of your managers—is to help your employees steer their careers in the direction they want to go. Studies show that having a boss who is interested in employees’ development and growth can dramatically help increase employee retention.
At iMpact Utah, we’ve been helping companies identify their biggest challenges to success and make sustainable performance improvements for the past 20 years. Ready to get started on the path to greater profitability? Give us a call at 801-845-4889.