by These leader behaviors are definitely a sign that in the near future, your employees are going to walk out the door. Yet, there is one aspect that is missing. The article says what leaders shouldn’t do by providing behavioral examples one sought to avoid.
How to keep your employees from leaving?
- Give more praise and recognition
It’s not always about money or tangible extrinsic rewards. Why? Many people quit because of lack of appreciation. Extroverts or introverts, your employees still get a kick out of public or private praise. People like to be recognized for their wins.
- Set clear objectives and goals
It’s difficult for employees to give their best if the task’s goal changes more often than they change their socks. Communicate your expectations clearly and set precise goals. Results are only as strong as the objectives you set. Try the management Google and LinkedIn practice—OKR—Objectives and Key Results.
- Be future-driven
Analyzing the past is important to projecting the future. But focusing solely on employees’ progress isn’t enough in a fast-paced workplace. You also need to study the future, as impossible as it might sound. Using a management technique like PPP Progress, Plans, Problems helps you be aware of your teams’ plans.
- Seek input and ideas
More often than we think, decisions are made without seeking input. This strategy might save you few minutes or hours, but it doesn’t guarantee success. Sometimes it’s okay not to be the smartest person in the room. Ask input from people around you. Your team has brilliant ideas; just learn to ask.
- Give continual feedback
As tasks grow more complex and interdependent, people need more feedback. Employees need to feel that they are heard by their managers and they need it more often than twice a year. There is a correlation between employee engagement and periodic feedback.
- Measure satisfaction
All of these tips mean nothing, if you fail to measure their success. Although it would be wonderful if it were true that one could assert that 2 pieces of feedback a week increased employee satisfaction by X percent, it is just not the case. Guidelines are only guiding lines. You are responsible for figuring out the exact actions. You can manage only what you measure.
- Save time in meetings
One of the biggest employee motivation killers is wasting their time. Holding a poorly prepared status update meeting that lasts for hours wastes everyone’s time, including your own. Prepare for meetings; replace unnecessary meetings with online real-time tools. Try the free online Team Meeting Toolbox. Providing you with necessary tools before, during and after the meeting, so you’re next meeting would be awesome.
- Ask about emotions and attitudes
Don’t mix giving praise and providing feedback with asking about attitudes and emotions. The two are not the same. The first two relate to the result, the other two relate to the journey. You’ll be surprised what you learn about your team when you ask emotional questions.
- Don’t be too negative
Constructive feedback is necessary, even if it’s negative, but regular criticism will take down even the strongest. People have much greater recall of unpleasant memories than positive ones. To keep your people happy and motivated, be positive and lead by example.
- Communicate openly
Open internal communication plays a big role in successful teamwork. Share your weekly plans and thoughts; it will encourage an open atmosphere. Only after mastering the skill of sharing openly can you expect the same from everyone else.
