How to Lose an Employee in 10 Days

The famous saying goes, “employees don’t leave their jobs, they leave their managers.” In fact, according to Gallup, 75% of the reasons people quit comes down to their managers.

This matters because employee turnover is incredibly costly for organizations. SHRM reports that replacing a salaried employee costs an organization between 6 to 9 months of an employee’s salary on average. If you’re looking to increase your costs and lose more employees, be sure to check out the next ten tips. 😉

At Reflektive, we’re on a mission to help employees and managers work better together, so we wrote an e-book with 51 management hacks to improve the employee-manager relationship. The e-book is out for release now, but wanted to prelude with some examples of how bad management can drive employees away.

DOWNLOAD THE E-BOOK: 51 Hacks to Become a Better Manager

Without further ado, here’s how to lose an employee in 10 days:

1. “Don’t Recognize Your Employees”

Failing to recognize your employees is one of the biggest reasons employees leave companies. Research from an OC Tanner survey shows recognizing employees is a greater motivator than pay or promotions. Establish a culture of recognition from day one by encouraging employees to give thanks for people who helped them during their first week in their new role. Read more on the ROI of Recognition in our blog post.

Recognizing employees is a greater motivator than pay or promotions. Click To Tweet

2. “Don’t Listen to Your Employees’ Concerns”

It sounds simple, but failing to listen to your employees’ concerns happens more often than you think. Admitting when you are wrong and taking the time to hear constructive feedback from your employees will help strengthen your relationship and create a culture of feedback on your team. Without this culture, employees can feel helpless and frustrated, which will ultimately lead them to leave your company.

3. “Fail to Train Them”

You’d never expect a new employee to know everything about their new company and new role on their first day, so you need to be sure to invest time in training them. Without key training and onboarding, employees can feel lost and forgotten about. Start off your new employees on the right foot in order to keep their engagement and satisfaction high.

4. “Keep Key Company Information Private”

This goes back to trust. By keeping company information and goals private, you are promoting secrecy, which can lead to a toxic culture of gossip and confusion. Be transparent with your goals and with company information that affects your employees, and your employees will feel more welcome.

5. “Micromanage”

Micromanaging is one of the best ways to show your employees you don’t trust them. Diana Clough, Program Manager at MediaMath says, One of the most important aspects of garnering motivation and true performance is to give your direct ownership of their projects. Micromanaging can stifle opportunities for better solutions you may not have thought of yourself and it also prevents the employee from feeling true ownership in their work which also means they may not be giving you their A game.”

Micromanaging is one of the best ways to show your employees that you don’t trust them. Click To Tweet

6. “Ignore Employees’ Personal and Professional Development”

By neglecting personal and professional development, you’re demonstrating to your employees that you do not care about their futures. Be sure to give them consistent feedback,  ask them to set goals for themselves, and keep consistent 1-on-1 meetings with them to stay connected.

7. “Give Feedback Only Once a Year”

We all know that the annual performance review doesn’t work. Even if your organization is still doing reviews once per year, you should be giving feedback all year long. Real-time feedback is key to engagement, so be sure to get your new employees acquainted with consistent feedback from the get go. Try to incorporate it into their training so they get accustomed to giving and receiving feedback on a frequent basis.

Incorporate real-time feedback into employees' training to get them accustomed to the culture. Click To Tweet

8. “Don’t Conduct Engagement Surveys or Polls”

Engagement surveys and polls are a great way to take the pulse of your workforce. The benefits are twofold: first, your employees will feel heard by the opportunity to give feedback and second, you will gain actionable insights from your company’s most valuable asset.

9. “Avoid Giving Constructive Feedback”

While it can be awkward and difficult to give constructive feedback at first, it is crucial to your employees’ development. At Reflektive, we recommend a healthy balance between positive and constructive feedback to ensure your employees are growing and learning throughout their careers.

10. “Be Unavailable”

Nothing is more annoying to an employee than an absentee manager. Keep a reliable calendar that your employees can access and be sure to block out specific time to meet with them in order to give and receive feedback, troubleshoot problems, and just connect.

Nothing is more annoying to an employee than an absentee manager. Click To Tweet

Hopefully these tips helped you learn what not to do as a manager. Whether you’re a first time manager, or a veteran with years of experience, it’s still easy to fall into these management traps from time to time. Be sure to check out our brand new e-book, 51 Hacks to Become a Better Manager.

DOWNLOAD THE E-BOOK: 51 Hacks to Become a Better Manager