One of the most frustrating parts of being a boss is when people leave. You’ve spent months training an employee only for them to leave. How ungrateful right? All that time you spent telling them what to do. How ungrateful right? All that money the company spent on them. How ungrateful right? Maybe not. Maybe you are the reason they left.
“People don’t leave companies, people leave people”
JT
Working in an industry where staff turnover is ridiculous, I have witnessed hundreds of people come and go. Rarely do they say that their reason for leaving is due to the company, the majority of the time it is the boss. They would be happy to stay, if it wasn’t for the boss. They love working with the team, if it wasn’t for the boss. They would be happy, if it wasn’t for the boss. In order to improve staff retention bosses need to look inwards. They are the cause.
Why?
Every person has an innate desire to feel valued, to feel important and to feel as if they have a purpose. One important area is that our team need to feel useful, not just used. Management is a systematic approach to a system or process. The art of management is very mechanical and cold, emotionless. Management may satisfy a person’s need to feel secure, for example, providing an earning, but nothing beyond that.
Bosses often focus on how to manage a person. Bosses treat the person like a process or code; if you do X then Y will occur. Well that may have worked 30 years ago, not anymore. This leads to people feeling neglected, unwanted and not valued. The result is people become bored and they leave because of the way they are ‘managed’, so they blame their boss. They blame you.
In part two I will explain how to overcome this issue. Subscribe to receive a notification when part two is released!
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How to reference this page:
- Toor, J. (2019). Why people leave bosses part one? Available at: https://pmgrowth.co/why-people-leave-bosses,-part-one?