The #1 Reason Employees Leave Companies: Their Manager
We’ve all heard it before; now find solutions to the problem
By Heather L. Fallon
 |
|
Research has shown that employees do not leave companies, rather they leave bad managers. This has become even more apparent in Generation X and Y who have less loyalty due to the current “at will employer” state in the country. Over the past five years, many companies have begun to feel the impact of multiple generations in the workplace. It is first important to be able to understand the differences between the generations and how to best classify each, in order to gain a better understand on how to better recruit and retain each. At a recent Succession Planning Conference, Kate Wildrick, SPHR, and former HR Manager with Ventura Foods, touched on the topic, “Secrets to Recruiting & Retaining Gen X & Y.” |
The two largest areas that managers need to address in order to better retain and engage employees are strong leadership and effective communication.
Strong Leadership:
The new generation is craving strong leadership to mentor and develop their skills in the workplace. Most have also had consistent mentoring from Mom and Dad and now desire that same type of direction in their professional environment. Managers need to become a resource for their employees. Generation X & Y have a strong desire to see their managers become an advocate for their ideas and act as a liaison between them and upper management. In addition, the younger generations really thrive on leadership by example. Understanding that their managers are engaged and motivated for the company creates a trickle down effect.
Effective Communication:
New employees, and especially new X & Y employees need to feel a connection to the company brand and how their position connects to that brand. Many times, they see a large puzzle, but don’t understand where or how their piece fits within the larger picture. Strong communication on company goals, values and expectations will give younger employees direction. Open and honest communications are also necessary come evaluation time. The latter half of Generation X and Generation Y desire constant feedback and often site it as a engager and motivator to continue to perform well. For low performers, this communication is necessary to address and correct poor behavior and inefficiencies
|
|
