“People don’t leave jobs, they leave managers.”
That is the conclusion of a new Gallup poll which shows that 50% of employees that recently resigned from a company say they left to “get away from their manager.” That’s a pretty grim statistic on the state of people management. Sadly, we’ve pretty much all been there at one time or another.
But what can we take away from this poll as people working to improve retention?
1. You are not alone. Either as an employee struggling with a difficult manager or as a company dealing with retention issues
2. Identifying and retaining good people managers is difficult
3. The single greatest factor in turnover can be traced directly back to your people managers
4. Manager openness and low level goal setting are keys to retention
5. Thanks to technology job hunting has far surpassed the agility of most corporate retention efforts. It’s simply easier to find a new job than deal with a bad manager.
So what do we do with all of this? It seems simple to say that we must focus and invest more in people management but in truth boosting retention is an iterative process and people management is only a single (albeit large) factor in the more complex arena of retention. To get started tackling retention issues you need to have a clear methodology that helps you understand retention drivers, identify data points that surround those drivers, implement unobtrusive data monitoring, analyze, learn, and build the ability to identify current areas of opportunity and predict future areas of concern. And then you must turn this into an iterative process. Rinse and repeat.
It’s not enough to implement change based on an annual survey and walk away and wait another year to see how it worked — or at least it’s not enough if you want your retention plans to be as agile as your employees ability to find a new gig.
At PeakEmployee we specialize in helping companies get ahead of retention issues with our Workforce Retention Analytics platform. Ask us how we can help reduce turnover at your company and how you can make a complex problem an amazing opportunity with a compelling ROI.