It is easy to underestimate the role that simple verbal encouragement can play, especially for high-level employees who can motivate themselves. Everyone likes rewards. Managers need to confirm their needs with employees. For some people, it may be a promotion and salary increase, for others, it may be public recognition and praise. If you can do this, they will work harder.
2. Managers don't keep their promises.
Making promises puts managers at the dividing line between fulfilling promises and causing turnover. If managers make too high a commitment, it is equivalent to establishing a credible and respected image in the minds of employees (these are exactly two important qualities of a good manager). However, if the previous promises are torn up, the image of managers may become the image of dishonesty. After all, if even the boss doesn't keep his promise, why should others keep it?
3, overqualified
A good boss will give employees a chance to challenge themselves by assigning seemingly impossible tasks, because extraordinary goals and increasing performance pressure push employees out of their comfort zones and seek higher achievements. Excellent managers will do their best to help them achieve their goals. And when employees think their current jobs are too simple and boring, they will look for more challenging jobs.
4. Do not give employees the opportunity to pursue their career dreams.
Excellent employees are full of passion. Providing them with opportunities to pursue their dreams can greatly improve their work efficiency and career satisfaction. However, many managers only want employees to be responsible for very detailed work, fearing that being responsible for too many tasks will reduce work efficiency.
In fact, I can't find any evidence. Studies have shown that people who have the opportunity to pursue their career dreams and are given more freedom are five times more efficient than those who work step by step.
5. Managers don't develop employees' professional skills.
When managers are asked about the negligence of employees, they often excuse themselves, saying that they trust employees and give them full autonomy. It doesn't really make sense. Excellent managers, even super geniuses, will try their best to manage employees, and they will constantly receive employees' opinions and give feedback.
Management has only a beginning, not an end. When excellent managers find employees with special performance, they have every right to decide whether to explore new fields to improve their skills. The best employees are eager for feedback, and managers have an obligation to make feedback a reality. Otherwise, they will get bored or make no progress.
Step 6 be disrespected
More than half of employees leave their jobs because of the tension between them and their boss. Smart managers know how to balance the management of subordinates' work with humanized management.
This requires the boss to recognize the employees' achievements, comfort the employees at the critical stage of the project and stimulate their fighting spirit. Bosses who don't care about employees' feelings can easily lose employees. Expecting employees to work 16 hours a day without caring about their feelings and only looking at their work output can only lead to employees' dissatisfaction and departure. A boss who doesn't pay attention to employees will make them very unhappy.
7. Promote the wrong person
Hard-working employees are willing to work with like-minded colleagues. If managers don't recruit the right people, it is easy to have a negative incentive effect on employees.
It is even worse to promote the wrong person. It will be a great insult to dedicated employees if a top manager hands over his work to a middle manager who only knows flattery and bullying. No wonder they resigned.