I read an article on LinkedIn this week about things a manager could do (probably does do) that causes top talent to leave.
While the article talks about neuroscience, it echoes basic motivational theory I talk about in management training programs. Whether we are talking about stress chemicals released due to integrative neuroscience, the flight-or-fight stimulus, or threat vs. reward, the bottom line appears to be that based on the manager’s behavior, you can predict with a high degree of certainty if their employee is going to stay or exit.
So if you (or your manager) –
- Challenge an employee’s status by ignoring them, undermining their decisions, or making fun of their ideas, they’ll leave.
- Create uncertainty by being inconsistent, unpredictable, changing the goals frequently or limiting communication, they’ll leave.
- Take away autonomy by controlling all decisions, micromanaging them and demanding accountability without allowing ownership, they’ll leave.
- Limit social interactions, create a work environment that is filled with conflict and ban social media use, they’ll leave.
- Show favoritism and hold double standards, they’ll leave.
In fact, you won’t just lose top talent. You’ll lose most of your employees. Even if they don’t leave – they’ll have checked out.
Of course, you CAN avoid having employees head for the door! Just do the exact opposite:
- Be respectful by paying attention and supporting their decisions;
- Instill confidence by being consistent, predictable, sticking to the goals set and encouraging frequent communication;
- Support independence by delegating decisions and creating ownership;
- Encourage social interaction by resolving conflict and using social media to accomplish goals; and
- Demonstrate fairness and, impartiality and non-discriminatory behavior.
Interested in learning more about what those behaviors might look like when YOU work that way? Contact me – I’ve got some ideas.