You may be the boss, director, senior manager, manager, team leader, supervisor – which ever role title you go by, but just because you have the title, that won't be a guarantee that the people who make up your team look up to you as a leader that they can trust and stand behind.
You may be able to recruit the ideal individuals to fill your ranks, but these employees can still find their way to the door if they find themselves dissatisfied by their work situation.
Aside from unsavoury workplace environments, excessive workloads, perceived undervalued salaries, or conflict between colleagues, employees can also point to having a difficult manager (or all job roles mentioned above) as a reason to resign from their job.
The departure of a single employee (especially a high-performing one) can cause a company to lose tens of thousands of £’s.
Low productivity figures can eventually lead the organisation to experience serious financial loss.
Identifying warning signs
If team members have issues with their manager, the latter must be able to address and resolve them to prevent the negative impact that they can create on the team's productivity, the workplace atmosphere, and the culture within the organisation itself.
It helps to look out for the following signs:
You don't have a real idea of what your staff members' feelings and opinions about different issues are. This is something you need to work on if it is true in your case; it means that you are losing touch with the occurrences inside the team.
If employees sense this, they may lose respect for their superiors, be less motivated to accomplish their tasks, and find it harder to perform well if they know they won't be appreciated for their efforts.
If you notice your staff members making an effort to avoid walking up to or by you, they could be fearful, or unwilling to enter into a conversation with you, or simply have no interest to talk.
When employees feel like they can't open up to you about their concerns, then there is a problem with communication in the company.
The manager takes on more work than necessary. Some team leaders may think that they should just get things done on their own rather than interact with team members they don't relate well with.
A significant number of employees choose to leave when they've only been with the company for a while.
If there is a high employee turnover, be prepared to accept two possibilities: that the company may be failing to hire the right people, or that the supervisors' management style may not be effective in building up employee morale, encouraging personal excellence, fostering teamwork, and developing pride in their work and loyalty to the organisation.
These situations can be resolved with some careful and sincere actions.
Managers must be able to communicate openly with their teams—encourage them to share their thoughts, participate in activities, and engage in some light conversations every now and then to get each other up to speed on things.
The boss can go over each employee's performance and work on techniques to help them improve or further enhance their results.
There is no one magic pill, no one intervention. Getting good at management is a marathon rather than a sprint.
Our The Employer Toolbox is an excellent place to refresh your skills if you have been in management for a while, or start with good practices if you are new to the management world.